Learning and Capability Development Specialist

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.