Learning & Development Business Partner

Job Description

• Develop and continuously update the annual Learning & Development (L&D) strategy and plan in line with the company’s business priorities, project requirements, competency needs, and approved budgets.
• Establish and implement a structured Training Needs Analysis (TNA) process across departments and projects, taking into account business requirements, competency gaps, KPI results, and performance appraisal outcomes as key inputs.
• Work closely with department and project managers to identify current and future competency needs and translate them into relevant training and development initiatives.
• Develop and update the annual training plan, ensuring appropriate prioritization of mandatory, technical, professional, functional, and leadership development programs.
• Monitor the approved Learning & Development (L&D) budget, track planned and actual expenditures, identify variances, and provide regular reports to management on training costs and budget utilization.
• Manage a centralized and standardized Learning & Development database covering training history, attendance, costs, training providers, certifications, assessments, and other relevant training data.
• Develop standard templates, tracking tools, and reporting formats to ensure the consistency and accuracy of L&D data and support the preparation of reliable historical data and management reports.
• Establish and manage a consistent process for training requests and approvals, ensuring that training activities are properly justified, approved, and recorded.
• Develop and implement training evaluation mechanisms; analyze participant feedback, the application of acquired knowledge in the workplace, and, where applicable, the impact of training on business and performance outcomes.
• Develop Individual Development Plans (IDPs) for employees based on KPI results, performance appraisals, competency gaps, career aspirations, and business requirements, and monitor their implementation.
• Collaborate with HR Business Partners and line managers to ensure that development plans are aligned with Talent Reviews, critical positions, high-potential employees, and Succession Planning.
• Develop and coordinate leadership and management development initiatives aimed at strengthening the company’s internal leadership pipeline.
• Identify opportunities to improve the effectiveness and cost-efficiency of training and development activities; ensure appropriate use of internal trainers, external providers, digital learning, and blended learning solutions.
• Evaluate and manage relationships with training providers, supporting the selection of providers based on quality, compliance, cost-efficiency, and business requirements.
• Prepare periodic L&D dashboards and management reports covering training activities, participation, expenditures, completion rates, evaluation results, and key development indicators.
• Provide relevant data and analysis to support management decision-making regarding L&D investments, competency development, and workforce readiness.
• Promote the development of a learning culture across the company and design initiatives that increase employee and manager engagement in training and development activities.
• Support the continuous improvement of HR processes by identifying existing gaps, providing improvement recommendations, and implementing standardized and sustainable L&D practices.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Law, Psychology, Education, Pedagogical Sciences, or a related field.
• Professional HR certification such as SHRM-SCP, SPHRi, or CIPD Level 5+ is preferred.
• Minimum 6–8 years of progressive experience in Learning & Development (L&D), talent development, or a similar function, with increasing levels of responsibility.
• Practical experience in Training Needs Analysis (TNA), annual training planning, training coordination, and training administration.
• Proven experience in training budget monitoring, expense tracking, and preparation of management reports.
• Experience in developing or managing Individual Development Plans (IDPs) and linking development activities with the performance management process is preferred.
• Experience in training evaluation and measuring training effectiveness is required.
• Experience in leadership development, talent management, or Succession Planning is preferred.
• Experience in construction, engineering, project management, infrastructure, industrial, or other project-based environments is preferred.
• Azerbaijani – fluent, both written and spoken.
• English – upper-intermediate level, both written and spoken.