Manager L&D, Generative AI Operations

Qualifications & Experience

• 5–8+ years in Learning & Development, Organisational Development, Capability Building, or General Management roles, with at least 2 years in a management or lead capacity
  

• Demonstrated experience designing and delivering end-to-end management development programmes in high-growth, operationally intensive environments
  

• Experience building competency frameworks, conducting capability assessments, and translating gap analysis into structured learning curricula
  

• Proficiency in learning management systems (LMS), e-learning development tools, and L&D analytics platforms
  

• Strong measurement orientation, able to define outcome-based metrics, track them rigorously, and connect L&D investment to operational performance
  

Capability Standard Definition

• Detail and codify the Hugo Manager Competency Framework, a structured definition of the knowledge, skills, behaviours, and judgment standards required of managers at each level (team lead, manager, senior manager)
  

• Codify the Hugo Manager Toolkit, the comprehensive set of frameworks, templates, playbooks, checklists, tools, and reference materials that operationalise the competency framework into daily management practice
  

Capability Assessment & Gap Analysis

• Design and deploy a structured capability assessment across the management population, combining self-assessment, manager assessment, 360-degree feedback, and performance data analysis to produce a multi-dimensional view of each individual’s capability profile
  

• Map assessment results against the competency framework to produce capability heatmaps that reveal patterns
  

Learning Architecture Design

• Design a tiered learning architecture that serves the full manager lifecycle
  

• Develop the learning calendar and sequencing plan
  

Content Development and Resourcing

• Develop foundational training content in-house: facilitator guides, participant workbooks, case studies, assessment instruments, and reference materials for relevant modules
  

• Facilitate the development of digital learning assets for self-paced delivery: e-learning modules, microlearning content, and interactive simulations that complement instructor-led programmes
  

Programme Delivery and Embedding

• Execute a phased rollout plan that sequences delivery by priority: highest-impact gaps first, most critical management populations first, and foundational programmes before advanced modules
  

• Support individual managers in developing personalised development plans that complement structured programmes
  

Impact Measurement and Continuous Evolution

• Define and track outcome-based L&D metrics that connect learning investment to business performance
  

• Produce regular reporting for senior leadership on L&D programme health, capability trajectory, and return on development investment
  

• Continuously evolve the competency framework, curriculum, and toolkit as Hugo’s operating model matures