Learning & Development Specialist

DENSO TEN provides a working environment where ambitious individuals grow and teamwork flourishes. We invest in our people because our success depends on their personal and professional development. DENSO TEN management is committed to respecting each employee while nurturing both individual and team capabilities. We seek to put people first, encourage participative decision making by all members, foster collaborative teamwork and support career development.

Position Summary

The Learning & Development Specialist drives the design and delivery of impactful training and development programs that strengthen employee skills, build leadership capability, and support overall business performance.

Working in close partnership with business leaders and HR Business Partners, this role identifies development opportunities, develops targeted learning strategies, and supports long-term talent growth and organizational effectiveness. The position contributes to key initiatives including employee development, leadership programs, onboarding, organizational development, and succession planning, ensuring all learning efforts are aligned with strategic business priorities.

This position requires at least three days of onsite work each week.

Key Responsibilities:

Training & Development Programs

• Design, develop, and implement training programs to support employee skill development and organizational capability building.

• Deliver instructor-led training, workshops, and learning sessions for employees and managers.

• Develop and manage learning paths for technical, professional, and leadership development.

• Evaluate training effectiveness through feedback, assessments, and performance metrics.

Organizational Capability Development

• Conduct training needs assessments in collaboration with business leaders and HR.

• Identify skill gaps and develop programs to address workforce capability needs.

• Support succession planning and leadership development initiatives.

• Learning Content Development

• Create engaging learning materials including presentations, e-learning modules, guides, and training manuals.

• Leverage learning technologies and digital platforms to deliver scalable training solutions.

• Maintain training documentation and learning resources.

Leadership & Management Development

• Support design and delivery of management and leadership development  programs covering leadership effectiveness, communication, performance management, and employee engagement.

• Facilitate workshops for new managers and leadership teams.

• Align leadership development programs with organizational expectations and competency frameworks.

Onboarding & Employee Development

• Support onboarding and orientation programs to ensure effective integration of new employees.

• Develop career development tools and learning pathways for employees.

Learning Systems & Administration

• Administer Learning Management Systems (LMS) and track employee training records.

• Monitor compliance training completion and certification requirements.

• Analyze training data and provide reports to HR leadership.

Continuous Improvement

• Stay informed on learning and development trends, instructional design methods, organizational development concepts, and workforce development strategies.

• Recommend innovative learning approaches including blended learning, coaching, and digital learning tools.

Organizational Development & Effectiveness

• Partner with HR leadership and business leaders to support organizational effectiveness initiatives related to workforce capability, team effectiveness, and role clarity.

• Analyze organizational and talent-related data (e.g., engagement results, performance trends) to identify development priorities and opportunities.

• Support change management efforts by developing learning, communication, and facilitation strategies for organizational initiatives.

• Assist in the design and facilitation of team-based workshops focused on collaboration, communication, and continuous improvement.

• Contribute to the development and refinement of competency models, leadership expectations, and role profiles.

• Support cross-functional initiatives that strengthen culture, leadership behaviors, and alignment with organizational values.

Succession Planning & Talent Development

• Support the administration and maintenance of succession planning processes for key and critical roles.

• Assist leaders in identifying succession candidates, development needs, and readiness gaps to strengthen leadership bench strength.

• Coordinate and track development plans for high-potential employees and succession candidates, including targeted learning experiences and stretch opportunities.

• Support talent review processes by preparing materials, tracking follow-up actions, and maintaining documentation.

• Analyze and summarize succession-related data and development progress for HR and leadership review.

• Align learning and leadership development initiatives with succession and talent pipeline priorities.

Qualifications:

Education

Bachelor's degree in Human Resources, Organizational Development, Education, Business Administration, or related field required. Master's degree preferred.

Experience

• 3–5+ years of experience in Learning & Development, Training, or HR Development roles.

• Experience designing and delivering corporate training programs.

• Experience using Learning Management Systems and digital learning tools preferred.

Skills & Competencies

• Strong instructional design and curriculum development skills

• Excellent presentation and facilitation abilities

• Ability to assess training needs and develop strategic learning initiatives

• Strong communication and interpersonal skills

• Project management and organizational skills

• Analytical skills to measure learning effectiveness

• Ability to work cross-functionally with business leaders and HR partners

Preferred Qualifications

• Certification in Learning & Development or Talent Development (ATD, SHRM, etc.)

• Experience supporting leadership development programs

• Experience in manufacturing, technology, or automotive industry environments

• Experience working in global or multicultural organizations

Key Success Factors

• Ability to translate business needs into effective learning solutions

• Strong facilitation and coaching capabilities

• Commitment to continuous improvement and innovation in learning

• Ability to engage employees at all organizational levels

Physical / Work Environment

Work is primarily performed in an office environment with occasional travel required for training delivery or business meetings.

• Close Vision 
• Lifts- Up to 10 pounds 
• Sits- Frequently 
• Stands- Occasionally 
• Walks- Occasionally 
• Work Environment- Quiet and facilities warehouse and operations 

 

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