Assistant General Manager – Learning & Development

About the job

Role Overview The Assistant General Manager – Learning & Development will serve as the second-in-command in the Corporate L&D function and will support the strategic planning, execution, and monitoring of all learning and development initiatives across the hotel group. The role is responsible for ensuring alignment of training strategies with business objectives, driving leadership development, enhancing service excellence, and building a strong learning culture across all properties. Key Responsibilities • Strategic Support & Execution • Assist the Head – L&D in designing and implementing the group’s L&D strategy. • Translate business goals into learning initiatives across all hotels. • Drive competency framework development and implementation. • Support succession planning and leadership pipeline development. • Learning Program Management • Oversee design, delivery, and evaluation of training programs (functional, behavioral, compliance, and leadership). • Standardize training modules across properties. • Ensure onboarding and induction programs are consistent and impactful. • Monitor training effectiveness through KPIs and ROI measurement. • Leadership & Talent Development • Develop high-potential (HiPo) programs. • Support executive coaching and mentoring frameworks. • Facilitate senior leadership workshops where required. • Identify future leaders within the group. • Operational Oversight • Supervise property-level L&D managers/trainers. • Ensure compliance with statutory and brand training requirements. • Conduct training audits across properties. • Review training calendars and budgets. • Digital Learning & Innovation • Drive LMS implementation and utilization. • Introduce blended learning methodologies. • Incorporate digital, microlearning, and experiential learning tools. • Promote a culture of continuous learning. • Stakeholder Management • Work closely with HR Heads and Hotel General Managers. • Partner with department heads to identify skill gaps. • Liaise with external training vendors and consultants. • Budget & Reporting • Assist in preparation and monitoring of the L&D budget. • Present quarterly training dashboards to leadership. • Track training hours, certification rates, and development progress.