Job Description
Department: HUMAN RESOURCES
Job Title: Learning and Development Analyst
Industry: Oil and Gas
Report To: HEAD OF HR
Location: Lagos
Salary: N700,000-850,000
Responsibilities
The ideal candidate will (but is not limited to):
· Launch leadership development and capacity building programme for top and middle management on key competencies.
· Develop and implement a communication matix and plan to improve decision making as well as collaboration across the entities.
· Develop employee reward, wellness programme and performance management framework.
· Develop succession plan for key senior management roles and functions.
· Develop and implement a comprehensive learning and development program for all employees.
· Launch culture transformation programmes.
· Drive the projected new operating model and governance framework.
· Implement a scalable and agile organization structure.
· Provide report /feedback to the board members to effectively govern the group.
· Work with the executive management to expand scope and capability of shared service function.
· Develop trainer development programs and coach others involved in training efforts, providing effective growth and development opportunities.
· Develop and maintain property communications such as bulletin boards and newsletters to ensure employees have knowledge of property events and general information.
· Contribute to and support established learning strategies that promote continuous learning and superior performance for all employees.
· Identify learning needs of individuals within the business unit from training needs identified in IPC form or from discussions with employee, supervisors and/or managers.
· Modify training programs as required.
· Conducts training needs assessment periodically to determine training needs arising from changes in corporate decisions.
· Develop interventions for learning needs identified. Determine most suitable method for intervention – internal or external training, coaching, on-the-job assignments, etc. Launch leadership development and capacity building programme for top and middle management on key competencies.
· Develop and implement a communication matix and plan to improve decision making as well as collaboration across the entities.
· Develop employee reward, wellness programme and performance management framework.
· Develop succession plan for key senior management roles and functions.
· Develop and implement a comprehensive learning and development program for all employees.
· Launch culture transformation programmes.
· Drive the projected new operating model and governance framework.
· Implement a scalable and agile organization structure.
· Provide report /feedback to the board members to effectively govern the group.
· Work with the executive management to expand scope and capability of shared service function.
· Develop effective training materials utilizing a variety of media.
· Conduct follow-up studies of all completed training to evaluate and measure results.
· Review and monitor the development of system, forms and templates for managing performance.
· Plan and coordinate activities for performance management system.
· Assist with the creation and facilitation of training on the performance management system for all users.
· Dialogue with supervisors on actual performance and performance expectations to identifying and bridging skill gaps.
· Provide support to users/staff/managers where clarification is required.
· Implement processes that improve the system and increase end user efficiency and enhance productivity.
· Ensures compliance with the performance management processes and requirements.
· Monitor training success of each intervention or program through key performance indicators.
· Maintain a business unit-wide training and record keeping learning management system that identified training needs and accomplishments.
· Supervise training programs and materials where necessary – especially for in-house training programs.
· Support the process of developing learning content to ensure effectiveness of such intervention.
· Contribute to the development of training and performance management policies and procedures.
· Keep up-to-date with developments in training and performance management by reading relevant journals, going to meeting and attending relevant courses.
· Lead L&D strategy by crafting learning programs using the HRMS for management and track employee progress.
· Coordinate the performance management process on HRMS by managing the departmental goal setting, biannual performance reviews and end of year appraisal.
· Drive HRMS optimization by ensuring data accuracy and utilize the system for all functions.
· Initiate Job analysis and assessment to identify skill gaps, competency matrix for each role and design and implement learning programs aligned with company goals using the HRMS for management and tracking.
· Partner with HR and HODs to address training needs on the HRMS system.
· Develop and monitor spending against the departmental budget.
· Work effectively with the HR team and other members of management on training budget.
· Coordinate HR department budget development, implementation and monitoring.
· Identify strategic cost-saving techniques with best value for the HR department.
· Maintain and develop effective with all departments and business units to ensure alignment of priorities for training and development and most effective learning processes.
· Partner with managers to ensure implementation of learning interventions.
· Liaise with Industrial Training Fund (ITF) on all training and other statutory matters.
· Liaise with relevant government agencies on industrial matters.
· Understanding basic principles and practices of OHSM.
· Awareness of requisite laws and regulations guiding OHSM.
· Understanding health and safety compliance-requirements including training, work permitting, STOP Work Authority.
. Launch leadership development and capacity building programme for top and middle management on key competencies.
. Develop and implement a communication matix and plan to improve decision making as well as collaboration across the entities.
. Develop employee reward, wellness programme and performance management framework.
. Develop succession plan for key senior management roles and functions.
. Develop and implement a comprehensive learning and development program for all employees.
. Launch culture transformation programmes.
. Drive the projected new operating model and governance framework.
. Implement a scalable and agile organization structure.
. Provide report /feedback to the board members to effectively govern the group.
. Work with the executive management to expand scope and capability of shared service function.
. Develop trainer development programs and coach others involved in training efforts, providing effective growth and development opportunities.
. Develop and maintain property communications such as bulletin boards and newsletters to ensure employees have knowledge of property events and general information.
. Contribute to and support established learning strategies that promote continuous learning and superior performance for all employees.
. Identify learning needs of individuals within the business unit from training needs identified in IPC form or from discussions with employee, supervisors and/or managers.
. Modify training programs as required.
. Conducts training needs assessment periodically to determine training needs arising from changes in corporate decisions.
. Develop interventions for learning needs identified. Determine most suitable method for intervention – internal or external training, coaching, on-the-job assignments.
. Develop effective training materials utilizing a variety of media.
. Conduct follow-up studies of all completed training to evaluate and measure results.
. Review and monitor the development of system, forms and templates for managing performance.
. Plan and coordinate activities for performance management system.
. Assist with the creation and facilitation of training on the performance management system for all users.
. Dialogue with supervisors on actual performance and performance expectations to identifying and bridging skill gaps.
. Provide support to users/staff/managers where clarification is required.
. Implement processes that improve the system and increase end user efficiency and enhance productivity.
. Ensures compliance with the performance management processes and requirements.
. Monitor training success of each intervention or program through key performance indicators.
. Maintain a business unit-wide training and record keeping learning management system that identified training needs and accomplishments.
. Supervise training programs and materials where necessary – especially for in-house training programs.
. Support the process of developing learning content to ensure effectiveness of such intervention.
. Contribute to the development of training and performance management policies and procedures.
. Keep up-to-date with developments in training and performance management by reading relevant journals, going to meeting and attending relevant courses.
. Lead L&D strategy by crafting learning programs using the HRMS for management and track employee progress.
. Coordinate the performance management process on HRMS by managing the departmental goal setting, biannual performance reviews and end of year appraisal.
. Drive HRMS optimization by ensuring data accuracy and utilize the system for all functions.
. Initiate Job analysis and assessment to identify skill gaps, competency matrix for each role and design and implement learning programs aligned with company goals using the HRMS for management and tracking.
. Partner with HR and HODs to address training needs on the HRMS system.
. Develop and monitor spending against the departmental budget.
. Work effectively with the HR team and other members of management on training budget.
. Coordinate HR department budget development, implementation and monitoring.
. Identify strategic cost-saving techniques with best value for the HR department.
.Maintain and develop effective with all departments and business units to ensure alignment of priorities for training and development and most effective learning processes.
. Partner with managers to ensure implementation of learning interventions.
. Liaise with Industrial Training Fund (ITF) on all training and other statutory matters.
. Liaise with relevant government agencies on industrial matters.
. Understanding basic principles and practices of OHSM.
. Awareness of requisite laws and regulations guiding OHSM.
. Understanding health and safety compliance-requirements including training, work permitting, STOP Work Authority.
Qualifications:
• Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, Education, or a related field.
• Experience: Minimum of 5-7 years’ progressive experience in Learning & Development, Training, or Human Resources.
• At least 2–3 years in a similar L&D-focused role, with hands-on experience designing and implementing training programs.
• Proven experience in training needs analysis, performance management systems, and learning strategy development.
• Experience working with HRMS/LMS platforms for tracking performance and learning interventions..
• Certifications: Preferred certifications include Relevant HR and L&D certifications such as CIPM, SHRM, CIPD, ATD, or equivalent.
Key Performance Indicators:
· Number of trainings executed.
. Training ROI.
· Training hours per employee/year.
· Ratio of new employees in a year to number of induction/orientation conducted.
· Amount of reimbursable cost claimed from Industrial Training Fund (ITF).
· Stages of performance appraisal process completed.
· Report of job performance improvement noticeable/recorded during specific period.
Mode of Application: Interested and qualified candidates should send their CVs to: jobs@eclathrconsulting.com.ng using Learning and Development Analyst, Lagos as the email subject.
Note: Only shortlisted candidates will be contacted.
Application Closing Date: 4th MAY, 2026.
Job Type: Full-time
Pay: ₦750,000.00 - ₦800,000.00 per month
Work Location: In person
Job Title: Learning and Development Analyst
Industry: Oil and Gas
Report To: HEAD OF HR
Location: Lagos
Salary: N700,000-850,000
Responsibilities
The ideal candidate will (but is not limited to):
· Launch leadership development and capacity building programme for top and middle management on key competencies.
· Develop and implement a communication matix and plan to improve decision making as well as collaboration across the entities.
· Develop employee reward, wellness programme and performance management framework.
· Develop succession plan for key senior management roles and functions.
· Develop and implement a comprehensive learning and development program for all employees.
· Launch culture transformation programmes.
· Drive the projected new operating model and governance framework.
· Implement a scalable and agile organization structure.
· Provide report /feedback to the board members to effectively govern the group.
· Work with the executive management to expand scope and capability of shared service function.
· Develop trainer development programs and coach others involved in training efforts, providing effective growth and development opportunities.
· Develop and maintain property communications such as bulletin boards and newsletters to ensure employees have knowledge of property events and general information.
· Contribute to and support established learning strategies that promote continuous learning and superior performance for all employees.
· Identify learning needs of individuals within the business unit from training needs identified in IPC form or from discussions with employee, supervisors and/or managers.
· Modify training programs as required.
· Conducts training needs assessment periodically to determine training needs arising from changes in corporate decisions.
· Develop interventions for learning needs identified. Determine most suitable method for intervention – internal or external training, coaching, on-the-job assignments, etc. Launch leadership development and capacity building programme for top and middle management on key competencies.
· Develop and implement a communication matix and plan to improve decision making as well as collaboration across the entities.
· Develop employee reward, wellness programme and performance management framework.
· Develop succession plan for key senior management roles and functions.
· Develop and implement a comprehensive learning and development program for all employees.
· Launch culture transformation programmes.
· Drive the projected new operating model and governance framework.
· Implement a scalable and agile organization structure.
· Provide report /feedback to the board members to effectively govern the group.
· Work with the executive management to expand scope and capability of shared service function.
· Develop effective training materials utilizing a variety of media.
· Conduct follow-up studies of all completed training to evaluate and measure results.
· Review and monitor the development of system, forms and templates for managing performance.
· Plan and coordinate activities for performance management system.
· Assist with the creation and facilitation of training on the performance management system for all users.
· Dialogue with supervisors on actual performance and performance expectations to identifying and bridging skill gaps.
· Provide support to users/staff/managers where clarification is required.
· Implement processes that improve the system and increase end user efficiency and enhance productivity.
· Ensures compliance with the performance management processes and requirements.
· Monitor training success of each intervention or program through key performance indicators.
· Maintain a business unit-wide training and record keeping learning management system that identified training needs and accomplishments.
· Supervise training programs and materials where necessary – especially for in-house training programs.
· Support the process of developing learning content to ensure effectiveness of such intervention.
· Contribute to the development of training and performance management policies and procedures.
· Keep up-to-date with developments in training and performance management by reading relevant journals, going to meeting and attending relevant courses.
· Lead L&D strategy by crafting learning programs using the HRMS for management and track employee progress.
· Coordinate the performance management process on HRMS by managing the departmental goal setting, biannual performance reviews and end of year appraisal.
· Drive HRMS optimization by ensuring data accuracy and utilize the system for all functions.
· Initiate Job analysis and assessment to identify skill gaps, competency matrix for each role and design and implement learning programs aligned with company goals using the HRMS for management and tracking.
· Partner with HR and HODs to address training needs on the HRMS system.
· Develop and monitor spending against the departmental budget.
· Work effectively with the HR team and other members of management on training budget.
· Coordinate HR department budget development, implementation and monitoring.
· Identify strategic cost-saving techniques with best value for the HR department.
· Maintain and develop effective with all departments and business units to ensure alignment of priorities for training and development and most effective learning processes.
· Partner with managers to ensure implementation of learning interventions.
· Liaise with Industrial Training Fund (ITF) on all training and other statutory matters.
· Liaise with relevant government agencies on industrial matters.
· Understanding basic principles and practices of OHSM.
· Awareness of requisite laws and regulations guiding OHSM.
· Understanding health and safety compliance-requirements including training, work permitting, STOP Work Authority.
. Launch leadership development and capacity building programme for top and middle management on key competencies.
. Develop and implement a communication matix and plan to improve decision making as well as collaboration across the entities.
. Develop employee reward, wellness programme and performance management framework.
. Develop succession plan for key senior management roles and functions.
. Develop and implement a comprehensive learning and development program for all employees.
. Launch culture transformation programmes.
. Drive the projected new operating model and governance framework.
. Implement a scalable and agile organization structure.
. Provide report /feedback to the board members to effectively govern the group.
. Work with the executive management to expand scope and capability of shared service function.
. Develop trainer development programs and coach others involved in training efforts, providing effective growth and development opportunities.
. Develop and maintain property communications such as bulletin boards and newsletters to ensure employees have knowledge of property events and general information.
. Contribute to and support established learning strategies that promote continuous learning and superior performance for all employees.
. Identify learning needs of individuals within the business unit from training needs identified in IPC form or from discussions with employee, supervisors and/or managers.
. Modify training programs as required.
. Conducts training needs assessment periodically to determine training needs arising from changes in corporate decisions.
. Develop interventions for learning needs identified. Determine most suitable method for intervention – internal or external training, coaching, on-the-job assignments.
. Develop effective training materials utilizing a variety of media.
. Conduct follow-up studies of all completed training to evaluate and measure results.
. Review and monitor the development of system, forms and templates for managing performance.
. Plan and coordinate activities for performance management system.
. Assist with the creation and facilitation of training on the performance management system for all users.
. Dialogue with supervisors on actual performance and performance expectations to identifying and bridging skill gaps.
. Provide support to users/staff/managers where clarification is required.
. Implement processes that improve the system and increase end user efficiency and enhance productivity.
. Ensures compliance with the performance management processes and requirements.
. Monitor training success of each intervention or program through key performance indicators.
. Maintain a business unit-wide training and record keeping learning management system that identified training needs and accomplishments.
. Supervise training programs and materials where necessary – especially for in-house training programs.
. Support the process of developing learning content to ensure effectiveness of such intervention.
. Contribute to the development of training and performance management policies and procedures.
. Keep up-to-date with developments in training and performance management by reading relevant journals, going to meeting and attending relevant courses.
. Lead L&D strategy by crafting learning programs using the HRMS for management and track employee progress.
. Coordinate the performance management process on HRMS by managing the departmental goal setting, biannual performance reviews and end of year appraisal.
. Drive HRMS optimization by ensuring data accuracy and utilize the system for all functions.
. Initiate Job analysis and assessment to identify skill gaps, competency matrix for each role and design and implement learning programs aligned with company goals using the HRMS for management and tracking.
. Partner with HR and HODs to address training needs on the HRMS system.
. Develop and monitor spending against the departmental budget.
. Work effectively with the HR team and other members of management on training budget.
. Coordinate HR department budget development, implementation and monitoring.
. Identify strategic cost-saving techniques with best value for the HR department.
.Maintain and develop effective with all departments and business units to ensure alignment of priorities for training and development and most effective learning processes.
. Partner with managers to ensure implementation of learning interventions.
. Liaise with Industrial Training Fund (ITF) on all training and other statutory matters.
. Liaise with relevant government agencies on industrial matters.
. Understanding basic principles and practices of OHSM.
. Awareness of requisite laws and regulations guiding OHSM.
. Understanding health and safety compliance-requirements including training, work permitting, STOP Work Authority.
Qualifications:
• Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, Education, or a related field.
• Experience: Minimum of 5-7 years’ progressive experience in Learning & Development, Training, or Human Resources.
• At least 2–3 years in a similar L&D-focused role, with hands-on experience designing and implementing training programs.
• Proven experience in training needs analysis, performance management systems, and learning strategy development.
• Experience working with HRMS/LMS platforms for tracking performance and learning interventions..
• Certifications: Preferred certifications include Relevant HR and L&D certifications such as CIPM, SHRM, CIPD, ATD, or equivalent.
Key Performance Indicators:
· Number of trainings executed.
. Training ROI.
· Training hours per employee/year.
· Ratio of new employees in a year to number of induction/orientation conducted.
· Amount of reimbursable cost claimed from Industrial Training Fund (ITF).
· Stages of performance appraisal process completed.
· Report of job performance improvement noticeable/recorded during specific period.
Mode of Application: Interested and qualified candidates should send their CVs to: jobs@eclathrconsulting.com.ng using Learning and Development Analyst, Lagos as the email subject.
Note: Only shortlisted candidates will be contacted.
Application Closing Date: 4th MAY, 2026.
Job Type: Full-time
Pay: ₦750,000.00 - ₦800,000.00 per month
Work Location: In person
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