Empleos en Cidra, puerto rico, united states

Description

Summary : Job Summary

We are seeking a dynamic and forward-thinking Learning and Capability Development Specialist to join our CPSNA Puerto Rico team and drive the organization’s skill and capability development efforts. The Learning and Capability Development Specialist will play a pivotal role in identifying, developing, executing, and evaluating training programs and organizational initiatives to address both current skill requirements and longer-term capability-building goals. This role requires a passion for fostering talent, a commitment to continuous learning, and expertise in designing scalable learning frameworks to equip employees and leaders to thrive in a rapidly evolving business landscape.

Key Responsibilities

Skills and Capability Development

Partner with department heads and senior leaders to identify specific skill gaps, key capabilities, and areas for development across the organization, ensuring alignment with strategic business goals.

Design and implement learning solutions that balance both immediate skill-building (e.g., technical proficiency, job-specific tasks) and broader capability-building efforts (e.g., leadership, innovation, adaptability).

Create strategic learning roadmaps that outline how employees can progress from foundational skills to advanced capabilities required for future roles and business challenges.

Introduce frameworks to help employees and teams develop core competencies that drive both individual and organizational success.

Emphasize agility by crafting programs to future-proof the workforce, preparing employees for evolving industries, technologies, and business demands.

Learning Strategies and Program Development

Develop innovative programs, training curriculums, and workshops using a mix of in-person, virtual, and blended learning models that focus on honing both technical skills and soft capabilities like problem-solving and collaboration.

Incorporate practical, project-based training into learning solutions to allow employees to successfully apply learned skills in real-world scenarios while also developing broader capabilities such as critical thinking and adaptability.

Drive the design, delivery, and evaluation of leadership development programs that not only build managerial capabilities but also improve essential leadership skills like communication, decision-making, and strategic thinking.

Champion the use of learning technologies such as Learning Management Systems (LMS), e-learning platforms, adaptive learning tools, and personalized learning paths that support continuous development and improve engagement for employees at all skill levels.

Cross-Functional Collaboration

Collaborate closely with HR teams, managers, and subject matter experts to ensure learning initiatives align with team and organizational objectives while targeting both skill enhancement and broader capability-building goals.

Partner with leaders to embed ongoing skill and capability development as a part of the organizational culture, fostering a growth mindset and adaptive workforce at all levels.

Measurement and Impact Assessment

Establish and maintain metrics that measure the effectiveness of both skill-building programs and capability-based initiatives, as well as their impact on employee performance, engagement, and business outcomes.

Leverage insights from surveys, performance data, and learner feedback to continuously refine strategies, amplifying the development of skills and capabilities that matter most to the organization.

Provide regular reporting to leadership, focusing on tangible outcomes of training efforts and actionable recommendations to further skill and capability improvement.

Employee Engagement

Promote learning as a core driver of employee satisfaction, retention, and career growth by designing positive and engaging experiences that address individual skill-development needs while encouraging broader professional growth.

Encourage participation through creative communication and internal marketing strategies emphasizing the benefits of skill-building programs and future-oriented capability development.

Trend Analysis and Innovation

Stay informed on emerging trends and innovations in skill development (e.g., microlearning, AI-driven learning platforms) and capability-building efforts (e.g., emotional intelligence frameworks, agile leadership models).

Where appropriate, experiment with modern strategies like gamification and mobile-first content delivery to enhance both skill acquisition and capability-building initiatives.

Training Records and Audit Process Management

Maintain accurate training documentation and records, ensuring compliance with organizational policies, industry standards, and relevant regulations.

Manage the audit process for training records, ensuring all required documentation is complete, up-to-date, and readily accessible for both internal and external audits.

Coordinate with organizational units to ensure all training activities are documented appropriately, contributing to audit readiness and regulatory compliance.

Qualifications

Required Skills and Competencies

Proven ability to design, deliver, and evaluate both skill-building programs and capability-development strategies.

Expertise in assessing and addressing organizational skill gaps while fostering broader adaptability and agility at all levels.

Strong knowledge of the principles of learning and development, particularly in designing blended learning solutions that build both technical skills and higher-level competencies.

Exceptional interpersonal abilities to communicate and collaborate effectively across diverse teams.

Leadership competencies such as influencing stakeholders and promoting a growth-focused culture within the organization.

Analytical skills to assess training effectiveness and strategically adapt programs to address evolving skills and capability development needs.

Experience leveraging modern learning technologies to create accessible, engaging, and scalable learning opportunities.

Ability to prioritize key skills (e.g., technical expertise) and capabilities (e.g., leadership, adaptability) in program design.

Educational Background and Experience

Bachelor's degree in human resources, Organizational Development, Psychology, Education, or related field; advanced degree preferred.

3-5 years of experience in a Learning and Development or Talent Development role, preferably in manufacturing or consumer product goods industry.

Track record of success in managing programs focused on both skill-building and capability development.

Train-the-trainer certification and / or coaching certification are a plus.

Experience with Learning Management Systems, e-learning platforms, and digital learning tools.

Skills :