Senior Manager, Learning & Development at Western Digital

George Town, Penang, Malaysia -

Full Time

Start Date

Immediate

Expiry Date

09 Jul, 26

Salary

0.0

Posted On

10 Apr, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Learning and development, Instructional design, Facilitation, Leadership development, Change management, Program management, Stakeholder engagement, Curriculum development, Public speaking, Coaching, Performance management, Data analysis, Inclusive leadership, Strategic planning, Cross-functional collaboration

Industry

Computer Hardware Manufacturing

Description

Company Description At Western Digital, our vision is to power global innovation and push the boundaries of technology to make what you thought was once impossible, possible. At our core, Western Digital is a company of problem solvers. People achieve extraordinary things given the right technology. For decades, we’ve been doing just that—our technology helped people put a man on the moon and capture the first-ever picture of a black hole. We offer an expansive portfolio of technologies, HDDs, and platforms for business, creative professionals, and consumers alike under our Western Digital®, WD®, and WD_BLACK™. We are a key partner to some of the largest and highest-growth organizations in the world. From enabling systems to make cities safer and more connected, to powering the data centers behind many of the world’s biggest companies and hyperscale cloud providers, to meeting the massive and ever-growing data storage needs of the AI era, Western Digital is fueling a brighter, smarter future. Today’s exceptional challenges require your unique skills. Together, we can build the future of data storage. Job Description The Manager of People Manager Upskilling Programs will lead the learning experience design, implementation, and continuous improvement of manager development programs globally that build critical manager capabilities across WD (Western Digital.) This person will drive upskilling initiatives that enable first-line and mid-level managers to effectively lead self, lead teams, and execute business strategy while fostering a high-performance culture. In this role, you’ll collaborate with Human Resources and all of WD’s key business functional leaders, to ensure the People Manager Learning programs are engaging, inclusive, and aligned with organizational goals. Success in this role requires a balance of designing and executing impactful learning experiences that drive behavior change, operational excellence to scale programs, stakeholder engagement, and continuous improvement. Key Responsibilities Learning Program Strategy & Design Design “in the flow of work life” learning experiences that fit with WD’s diverse audience needs and include Change Management and Resiliency thinking into all management programs Develop comprehensive people manager training curriculum covering core competencies in alignment to WD’s desired business outcomes. Fundamental needs may be but aren’t limited to: shifting from doing the work to enabling and coaching others, delegation, prioritization and goal setting, giving and receiving feedback, recognizing quality performance, having difficult conversations that drive performance improvement and increase motivation, and managing a multi-generational workforce. Create blended and scalable learning pathways and programs for new managers, experienced managers, and high-potential leaders that meet the needs and demands of our vast managerial audiences. Align programs with WD's strategic priorities, overall leadership skills framework, cultural values, and business objectives. Gather audience needs and feedback on current state and align to business outcomes and data insights to refine content and continuously evolve. Pilot innovative learning technologies and development tools to create programs that have a measurable impact on changing behavior yet can quickly be created and delivered. Willingness and flexibility to travel as needed Program Execution & Operations Manage end-to-end program execution including scheduling, facilitator coordination, participant communications, and logistics – both virtual and in-person programs. Deliver select training sessions; certify and manage internal/external facilitators and content developers. Implement blended learning and change management approaches (virtual, in-person, self-paced, cohort-based community learning, spatial reinforcement techniques, and so on.) Track program metrics: completion rates, satisfaction scores, behavior change, business impact Partner with HR Business Partners, Talent Development and Inclusion, other HR teams, and functional business leaders across all WDC sites, to identify skill gaps, behavioral change needs, and involve them in designing solutions. Collaborate with Diversity & Inclusion teams to embed inclusive leadership practices. Align with Performance Management and Succession Planning processes. Stakeholder Partnership Partner with HR Business Partners, Talent Development and Inclusion, other HR teams, and functional business leaders across all WDC sites, to identify skill gaps, behavioral change needs, and involve them in designing solutions. Collaborate with Diversity & Inclusion teams to embed inclusive leadership practices. Align with Performance Management and Succession Planning processes. Qualifications Requirements : Bachelor's degree in Learning, Instructional Design, Business Leadership or related field. Preferred : Design and deliver global People Manager learning programs that are engaging, inclusive, and aligned with organizational goals. Proven track record developing high-impact learning curriculum and measuring ROI and behavior adoption. Develop a comprehensive people manager training curriculum Own end-to-end program execution, from training needs analysis through delivery, assessment, and reporting. Create tailored learning solutions for people managers, including first-line and mid-level leaders. Skills : Experience with adult learning principles, instructional design, and facilitation. Experience working cross-functionally across global time zones and functional business leaders. Comfort with public speaking, facilitation, and presenting to large groups and executive. Willingness and flexibility to travel as needed. Additional Information WD thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution. WD is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at [email protected] to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying. Notice To Candidates: Please be aware that WD and its subsidiaries will never request payment as a condition for applying for a position or receiving an offer of employment. Should you encounter any such requests, please report it immediately to WD Ethics Helpline or email [email protected]. Job Type (exemption status): Exempt position - Please see related compensation & benefits details below Business Function: Organizational Development/Training Work Location: Bayan Lepas PN1--LOC_WDT_MY0703 Location (Secondary): Biñan HICAP Office--LOC_HGST_PHL01

Responsibilities

The Senior Manager will lead the design, implementation, and continuous improvement of global manager development programs to build critical leadership capabilities. They will collaborate with HR and business leaders to ensure learning initiatives are engaging, inclusive, and aligned with organizational business outcomes.