Manager, Learning and Leadership Development, APAC

About the Company

As a global medical device company originating from Japan, we pursue reliable quality and technology to contribute to healthcare in more than 160 countries and regions around the globe. We promise to walk alongside healthcare professionals to continue to make great contribution to society, now and into the future.

Summary of the Role

This role partners with HR and business leaders across Terumo Asia Pacific to strengthen the learning, leadership and workforce capabilities required to support business priorities and sustainable growth.

As part of the Regional Talent & Organization Development Center of Expertise (CoE), the role contributes to an integrated learning and leadership development agenda across Asia Pacific. The role translates business and workforce needs into scalable development solutions that strengthen leadership and manager effectiveness, workforce capability, career development and organizational performance.

Working across a diverse Asia Pacific environment, the role balances global direction and regional consistency with local business and cultural needs. It partners with HR and business stakeholders to enable leaders, managers and associates to grow, perform and thrive in an evolving organization.

• Key Functions / Responsibilities
• 1. Talent & Organization Development

• •Contribute to the Regional Talent & Organization Development CoE agenda by translating business and people priorities into targeted talent and capability initiatives.
• •Develop and deploy integrated approaches that strengthen workforce capability, career development and leadership effectiveness across the region.
• •Identify emerging organizational, workforce and capability needs and translate them into scalable development solutions that support business performance and organizational effectiveness.
• •Contribute learning and leadership expertise to broader talent and organization development priorities and initiatives.

2. Leadership & Manager Development

• •Design, develop and facilitate leadership and manager development experiences aligned with business and people priorities.
• •Strengthen the effectiveness of frontline to mid-level managers, with emphasis on core people-leadership capabilities such as coaching, feedback, performance management, people development and team effectiveness.
• •Partner with HR and business leaders to identify priority leadership capabilities and development needs across different manager populations.
• •Support managers at key stages of their leadership journey, including the transition into people management and progression to more complex leadership responsibilities.
• •Apply appropriate assessments, development tools and experiential approaches to support targeted manager and leadership development.
• •Evaluate development outcomes and use participant, stakeholder and business insights to continuously strengthen leadership and manager development initiatives.

3. Learning & Capability Development

• •Diagnose workforce learning and capability needs in partnership with HR, business stakeholders and subject matter experts.
• •Design, curate and deploy learning and capability solutions that address functional, professional and enterprise capability priorities.
• •Determine appropriate development approaches based on identified needs, using a blend of facilitated learning, digital learning, experiential development, peer learning and practical on-the-job resources.
• •Partner with internal subject matter experts and external providers to develop scalable and relevant learning solutions for diverse employee populations across Asia Pacific.
• •Leverage AI, digital learning technologies and contemporary development approaches to enhance the accessibility, scalability and effectiveness of learning.
• •Apply learning principles and standards that enable regional consistency while allowing appropriate adaptation to local business and cultural needs.
• •Define intended learning outcomes and evaluate effectiveness, using insights and feedback to continuously improve the relevance, quality and impact of learning solutions.

4. Performance & Career Development

Support the evolution and deployment of performance and career development practices across the region.

Strengthen manager capability to hold effective performance, feedback, development and career conversations.

Develop practical tools, resources and interventions that enable associates to take greater ownership of their development and careers.

Support the implementation and continuous improvement of performance and career development frameworks, development planning and related capability-building practices.

Connect learning and leadership initiatives with broader performance and career development priorities where appropriate.

5. Regional CoE Consulting & Partnership

• •Serve as a regional subject matter resource for learning, leadership and manager development, providing guidance and consultation to HR and business stakeholders.
• •Consult with stakeholders to understand business challenges, diagnose development needs and recommend appropriate solutions.
• •Partner with markets and HR teams to translate global and regional frameworks into locally relevant solutions while maintaining their core intent and consistency.
• •Build communities and networks that enable knowledge sharing and strengthen learning and leadership practices across Asia Pacific.
• •Partner with internal subject matter experts and external providers to access relevant expertise and development solutions.

6. Governance, Insights & Impact

• •Apply appropriate governance, frameworks, standards and tools to support consistent execution of regional learning and leadership initiatives.
• •Establish clear objectives and intended outcomes for assigned initiatives and evaluate effectiveness against these outcomes.
• •Use employee, talent, learning and program insights to identify opportunities and continuously improve development solutions.
• •Monitor relevant external practices, emerging workforce trends and developments in learning and leadership to bring appropriate new thinking into the regional agenda.
• •Provide insights and recommendations to CoE and HR stakeholders based on program outcomes, stakeholder feedback and identified capability needs.

7. Regional Program & Stakeholder Management

• •Lead assigned regional learning, leadership and People & Culture initiatives from concept and design through implementation and evaluation.
• •Manage program plans, stakeholders, communications, risks, external partners and deliverables for assigned regional initiatives.
• •Partner with HRBPs, HR CoEs, HR Services and business stakeholders to deliver cohesive development experiences.
• •Coordinate implementation across markets, adapting solutions where appropriate while maintaining the intent and integrity of regional frameworks.
• •Influence across organizational and geographical boundaries to build stakeholder alignment and enable effective execution.
• •Use qualitative and quantitative insights to evaluate outcomes and continuously improve initiatives.

Functional / Technical Skills

Critical Core Skills for success in the role include:

• •Learning and Leadership Development
• •Learning Needs Analysis and Solution Design
• •Learning Facilitation and Group Dynamics
• •Performance and Career Development
• •Organization Change and Development
• •Stakeholder Consulting and Influencing
• •Program and Project Management

Education & Experience

• •Bachelor’s degree in Human Resources, Business, Organizational Psychology, Learning & Development, Organizational Development or a related discipline.
• •6 to 10 years of relevant experience across learning and development, leadership development, talent development or capability building.
• •Demonstrated experience diagnosing business and workforce capability needs and translating them into effective learning and development solutions.
• •Experience designing, facilitating and i