- Design a structured manager curriculum (e.g. ‘New Manager Essentials’, ‘Leading Through Change’, ‘Coaching and Feedback’, ‘Performance and Difficult Conversations’).
- Implement blended learning (workshops, e‑learning, peer learning, coaching) tailored to different levels of managers.
- Identify leadership competencies aligned to PLOS’ strategy and values, and design development pathways for emerging, mid‑level, and senior leaders.
- Conduct training needs analysis across functions to prioritize capability gaps with the highest business impact.
- Develop an annual manager and leadership development plan with clear objectives, measures, and budget.
- Manage a centralized learning and development budget.
- Establish evaluation methods (surveys, behavior change, performance metrics) to track results and continuously improve programs.
- Promote a culture where managers role model learning, share best practice, and support development in their teams.
- Curate cost-effective learning resources (playlists, toolkits, internal facilitators, and selected external providers).
- Partner with People Business Partners to integrate learning into performance management and talent processes.
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