PROFESSIONAL DEVELOPMENT MANAGER

PROFESSIONAL DEVELOPMENT MANAGER

Division / Department: Organizational Development (ODV) / Professional Development (PD)

Reports to: VP of Organizational Development 

Designation Level: Departmental Head 

OBJECTIVE: The Professional Development Manager is responsible for designing, implementing, and managing performance development programs that build employee capabilities, support continuous professional growth, and align with the company’s strategic objectives. This role will also lead the implementation and oversight of a comprehensive succession planning framework to ensure leadership continuity and long-term organizational success.

KEY RESPONSIBILITIES:

PROFESSIONAL DEVELOPMENT

Talent Sustainability:

• Establish and track KPIs aligned with the 5-year plan for each role within the company
• Review and adjust Job Descriptions to reflect these KPIs, enforce role clarity / performance expectations, and accountability.

Performance Development Program (PDP):

• Develop and implement a standardized performance evaluation process.
• Work closely with department leaders to develop personal development plans (PDPs), identifying areas for growth and mapping out relevant professional development initiatives to support employee progress.
• Establish performance indicators and benchmarks that align with both organizational goals and employee development needs.
• Leverage data to identify skill gaps, track the effectiveness of development programs, and adjust learning strategies accordingly.

Professional Development Program Design & Implementation:

• Develop, implement, and manage a comprehensive professional strategy, including the design and delivery of training programs, workshops, and e-learning initiatives.
• Ensure learning initiatives promote the development of both technical expertise and essential leadership and soft skills.
• Identify and manage external training vendors and partners, ensuring their programs are effective and aligned with company needs. 

Development Platforms & Tools:

• Oversee the selection and management of learning management systems (LMS) and other digital platforms to deliver training content, track employee progress, and provide accessible learning opportunities. 

Succession Planning:

• Lead the design, implementation, and continuous improvement of a company-wide Succession Planning Program.
• Identify critical roles and assess current and future leadership needs in alignment with the company’s strategic objectives.
• Partner with senior leadership and HR teams to identify high-potential talent and create individualized development plans for successors.
• Integrate succession planning with workforce planning and organizational development initiatives.
• Ensure that succession pipelines are diverse, future-ready, and aligned with long-term business continuity goals.
• Monitor and report on key performance indicators (KPIs), including internal promotion rates, leadership bench strength, time-to-fill for critical roles, and successor readiness levels.
• Provide regular updates and strategic insights to executive leadership on succession risk and mitigation strategies.
  
  

Policy Development:

• Support the development and integration of policies related to performance management, employee development, promotions, advancement, and career progression to ensure consistency and fairness across the organization.
• Provide recommendations for new policies or modifications to existing policies that support the continuous development of employees. 

Systems Integration:

• Oversee the integration of HRIS with e-learning platforms to ensure seamless data flow between systems.
• Ensure that employee learning progress, training certifications, and development data are accurately reflected in HRIS.
• Develop and configure automated workflows for performance reviews, feedback collection, and reporting.
• Evaluate and recommend new technologies that can enhance the learning experience and improve overall L&D functions.  
• Manage the setup, configuration, and ongoing support of technologies, such as Learning Management Systems (LMS), talent development platforms, and e-learning tools.

QUALIFICATIONS: 

• Bachelor's degree in Human Resources, Psychology, Organizational Development or Business Administration is mandatory.
• Master's degree is mandatory.
• Proficiency in French is a plus.
• International work experience and multicultural/global exposure is necessary.

KNOWLEDGE & EXPERIENCE: 

• A minimum of 10+ years of experience within a top-tier international consulting firm is required (e.g., McKinsey, Bain, BCG, Big 4)
• Proficient in Microsoft Office Suite (Excel, PowerPoint, Word).
• Experience with LMS, eLearning tools, and other training technologies.
• Strong knowledge of performance development planning and performance management systems.
• Proven ability to assess training needs and develop effective solutions.
• Strong project management skills and the ability to handle multiple priorities.