Learning & Development Manager

Eastspring is a global asset manager with Asia at its core. We create a culture in which diversity is celebrated and inclusion assured, for our colleagues, customers, and partners. We provide a platform for our people to do their best work and make an impact to the business, and in exchange, we support our people's career ambitions. We pledge to make Eastspring a place where you can Connect, Grow and Succeed.

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KEY RESPONSIBILITIES OF THE ROLE:
1. Engagement & Listening Strategy: Focus from “annual surveys” to “real-time sentiment analysis”
• Pulse survey ecosystem: Design and deploy quarterly “temperature checks” (eNPS) to merasure sentiment. Move beyond generic questions to specific drivers of Asset Management stress.
• “Stay” interviews: Conduct proactive structured interviews with high potentials in critical seats to identify retention risks before they resign.
• Culture activation (values integration): Operationalise the company’s core values into daily life.
2. Holistic Wellbeing & Resilience: Focus from “perks” to “sustainable performance”
• Burnout Prevention Strategy: Analyze absenteeism and overtime data to identify “hot spots” (teams at risk of burnout). Intervene with “team reset” workshops.
• The “finance fit” program: Manage a holistic wellbeing budget covering three pillars:
o Mental
o Physical
o Financial
• Psychological Safety: Facilitate sessions that encourage open dialogue about failure and risk
3. Capability & Learning: Focus from “training hours” to “skill application”
• Learning needs analysis: Partner with Business Unit Heads to identify the “gap to goal”
• Vendor governance: Act as the primary relationship manager for external coaches and training providers. Ensure every dollar spent on training delivers measurable ROI.
• Leadership Capability: Run the “first-time manager” program. Equpi new leaders with the skills to manage hybrid teams and deliver difficual feedback.
• Self-Directed Learning: Curate a digital library of content that empowers staff to upskill at their own pace.
4. Internal Communications & Community: From “newsletters” to “strategic narrative”
• Towh Hall Orchestration: Manage the agenda for CEO Town Halls. Ensure the narrative connects “business wins” back to “people efforts”.
• DEI & Social Events: Organise purposeful events that break down silos between front office and back office.

KEY PERFORMANCE INDICATORS (The Scorecard)
1. Engagement Score (eNPS)
2. Training ROI
3. Wellbeing participation
4. Voluntary turnover

QUALIFICATIONS and EXPERIENCE:
• Bachelor’s degree in Human Resources, Organisational Psychology, Business Administration, Social sciences or related fields.
• 7-10 years of total progressive HR experience, with minimum 3-5 years specializing in OD, Talent Management, or employee engagement, preferably within financial services, insurance, banking, or asset management.
• Program management: proven track record of designing and rolling our a company-wide initiative from scratch.
• Vendor management: experience managing external training providers and EAP vendors, including contract negotiation and quality assurance.
• Experience working with regional or group-level stakeholders is preferred.

TECHNICAL/ FUNCTIONAL SKILLS:
• Data-driven listening and analytics (survey design, data storytelling)
• Learning and Development (training needs analysis, instructional design basics (principle of 70-20-10 model) to curate effective learning journeys.
• Wellbeing architecture (Psychosocial risk management, crisis management)

BEHAVIOURAL COMPETENCIES AND SKILLS:
• Resilient empathy
• Consultative influence
• Commercial mindset
• Innovation & agility

Eastspring is an equal opportunity employer. We provide equality of opportunity of benefits for all who apply and who perform work for our organisation irrespective of sex, race, age, ethnic origin, educational, social and cultural background, marital status, pregnancy and maternity, religion or belief, disability or part-time / fixed-term work, or any other status protected by applicable law. We encourage the same standards from our recruitment and third-party suppliers taking into account the context of grade, job and location. We also allow for reasonable adjustments to support people with individual physical or mental health requirements.