Senior Manager - Training & Development - PostEx

Our client, PostEx, is seeking a Senior Manager – Training & Development based in Lahore. This role requires an experienced and strategic professional to lead the design, implementation, and evaluation of learning and development initiatives across the organization. The Senior Manager will be responsible for fostering a scalable learning culture and developing training programs that enhance employee capabilities, operational performance, leadership effectiveness, and overall business results. The ideal candidate will have strong expertise in learning and development strategy, capability building, leadership development, performance management, and managing large-scale training operations. This position involves working with a diverse, geographically dispersed workforce and collaborating closely with business leaders to identify skill gaps and translate business needs into measurable learning solutions.

Key Responsibilities

Training & Development Strategy: Develop and implement the annual Learning & Development strategy aligned with PostEx’s business goals. Identify current and future capability needs across departments such as Operations, Logistics, Technology, Finance, Sales, Customer Experience, and Corporate functions. Create annual training calendars and ensure their timely execution across various locations. Establish structured learning pathways for employees at all levels and design programs supporting career growth, internal mobility, and succession planning.

Training Needs Analysis: Conduct comprehensive Training Needs Analysis (TNA) using performance data, business requirements, employee feedback, manager inputs, and competency assessments. Identify skill and knowledge gaps across functions, regions, and management levels. Collaborate with departmental heads to pinpoint critical capability gaps and translate these into targeted learning interventions.

Program Design & Delivery: Design and deliver technical, functional, behavioral, leadership, and soft-skills training programs. Develop onboarding and induction programs for new hires and role-based training for operational and corporate functions. Create leadership development initiatives for Team Leads, Managers, Senior Managers, and emerging leaders. Employ blended learning methods including classroom sessions, workshops, e-learning, virtual training, coaching, mentoring, and on-the-job learning. Prepare training content, facilitator guides, assessments, case studies, and simulations to ensure programs are engaging and relevant.

Leadership & Management Development: Develop leadership capability frameworks and programs for first-time managers and emerging leaders. Conduct workshops covering people management, performance management, communication, conflict resolution, decision-making, coaching, team building, strategic thinking, and change management.

Operational Training: Partner with Operations and Logistics leadership to design training for frontline and operational teams, including Branch, Hub, and Area Managers, as well as Fleet, Linehaul, and Last-Mile teams. Develop standardized training and certification programs for critical operational roles and ensure consistency across regions. Monitor post-training performance to assess impact on operational improvements.

Training Effectiveness & Analytics: Establish KPIs and metrics to measure training effectiveness. Evaluate learning outcomes through assessments, feedback, behavioral observations, and business performance indicators. Track training ROI and identify areas for improvement. Develop regular L&D dashboards and reports covering training hours, completion rates, participation, assessment scores, effectiveness, post-training performance, cost per participant, and ROI. Use data analytics to continuously enhance learning programs.

Vendor & Stakeholder Management: Identify, evaluate, and manage external training providers, consultants, and subject-matter experts. Negotiate proposals, budgets, and commercial terms. Build strong relationships with internal stakeholders and collaborate with HR Business Partners, Talent Acquisition, and Performance Management teams to create an integrated employee development framework.

Team Leadership: Lead and develop the Training & Development team by setting objectives aligned with the L&D strategy. Monitor team performance and ensure effective execution of the training calendar. Coach team members and build internal training capabilities.

Required Qualifications

Master’s degree in Human Resources, Business Administration, Organizational Psychology, Education, Management, or a related field. 8–12 years of relevant experience in Learning & Development, Training, Talent Development, or Organizational Development. At least 3–5 years in a managerial or senior management L&D role. Proven experience managing learning programs for a large, geographically distributed workforce. Strong skills in Training Needs Analysis, competency development, leadership development, and training evaluation. Proficiency with LMS and digital learning platforms, along with advanced MS Excel, PowerPoint, and reporting skills.

Preferred Qualifications and Benefits

Experience in logistics, e-commerce, fintech, retail, FMCG, telecom, banking, or other high-volume operational environments is preferred. The ideal candidate is a strategic yet hands-on L&D professional capable of building training systems from the ground up while driving critical learning initiatives. They should be adept at working with senior leadership to identify business capability gaps and translate them into practical, measurable, and scalable learning programs for both corporate and frontline employees.