Learning and Development

• Coordinate day-to-day logistics and administrative activities for learning, training, leadership development, credentialing, and special learning programs
• Manage complex training calendars, cohort schedules, facilitator availability, learner registrations, workshops, and leadership development events
• Coordinate multiple programs and activities simultaneously, keeping timelines, schedules, and deliverables on track
• Serve as a central point of contact for learners, facilitators, business partners, vendors, and other stakeholders
• Manage learner communications, including invitations, confirmations, reminders, schedule updates, and program information
• Coordinate facilitator schedules, session logistics, meeting arrangements, training materials, and delivery requirements
• Support learner enrollment, registration, attendance tracking, completion records, and program administration
• Maintain accurate learning program records, calendars, documentation, and participant information
• Prepare and distribute learning materials, communications, agendas, and program resources
• Monitor timelines and follow up on outstanding actions to ensure deadlines and commitments are met
• Coordinate meetings and events, including scheduling, logistics, participant communications, and follow-up
• Partner with learning, leadership development, training, and business teams to coordinate effective solutions
• Support vendor coordination and administration for external learning providers and facilitators
• Use learning management systems, scheduling tools, Microsoft Office, and administrative platforms to manage workflows
• Conduct quality and accuracy checks on schedules, learner records, communications, and materials
• Identify scheduling conflicts, operational issues, or missing information and coordinate solutions
• Maintain organized documentation in accordance with organizational policies and program requirements
• Support reporting and tracking of participation, attendance, completion, and operational metrics
• Contribute to process improvements that improve coordination efficiency and the learner experience
• Handle program administration and learner information according to confidentiality and data privacy standards

Learning Experience Coordinator

• Manage and develop Internship and Apprenticeship programs.
• Lead and monitor the onboarding process for new employees.
• Organize and deliver corporate presentations and induction sessions.
• Manage all stages of the Internship and Apprenticeship programs.
• Support the recruitment and selection processes for interns and apprentices.
• Liaise with managers, educational institutions, and partners.
• Monitor participation, development, and program completion metrics.
• Manage participants’ documentation, contracts, and administrative processes.
• Support training and development initiatives.
• Promote engagement activities and monitor students throughout their journey with the company.
• Ensure compliance with internal policies and applicable legislation governing internship and apprenticeship programs.

HR Analyst – Learning & Development

• Create engaging courses, videos, quizzes, activities, and learning materials.
• Transform complex processes and daily representative tasks into clear, interactive training content.
• Manage and organize TalentLMS, ensuring content is accurate, updated, and aligned with current operational needs.
• Identify training gaps based on escalations, performance trends, and feedback.
• Collaborate with Talent Development and Operations to develop new training ideas and improve existing content.
• Use AI and digital tools to make content creation faster and more efficient.
• Continuously improve the learner experience and engagement.

Learning Experience & Content Specialist

• Develop and implement Organizational Change Management (OCM) strategies and plans aligned with the SAP S/4HANA for Utilities rollout project
• Map stakeholders and conduct organizational impact assessments, identifying critical areas, impacts, and potential resistance
• Plan and execute communication, engagement, and training initiatives to ensure employee adoption of the changes
• Define and apply OCM methodologies, templates, tools, and metrics appropriate to the organization’s context
• Monitor adoption, resistance, and organizational maturity indicators, recommending adjustments to change strategies
• Serve as a liaison between functional, technical, and business teams, fostering alignment of expectations and understanding of the changes
• Lead workshops, training sessions, and alignment meetings with managers, leaders, and impacted teams
• Develop and track adoption and change resistance metrics, proposing improvement actions based on the results

Organizational Change Management Specialist

• Identify learning needs with business teams and propose high-impact instructional solutions aligned with strategic objectives
• Develop and adapt scripts, content, and instructional resources for customer-facing courses using clear, engaging, and accessible language
• Structure and maintain up-to-date learning paths on corporate education platforms
• Lead and enhance the onboarding process for new customers
• Transform technical content into easy-to-understand educational and communication materials
• Update content and manage the distribution of emails and other communications about training programs and customer updates

Instructional Designer

• Plan, deliver, and evaluate in-person and online training programs aligned with business needs
• Identify training and development needs across departments using gap analysis, feedback, and metrics
• Develop internal content and adapt materials for different audiences
• Manage partners and vendors for technical and behavioral training
• Administer LMS platforms, updating learning paths, courses, and reports
• Measure training outcomes and impact, developing metrics and reports for senior management
• Support leadership development initiatives, internal programs, workshops, and team-building activities
• Contribute to Individual Development Plans (IDPs)
• Participate in employee engagement and workplace climate initiatives
• Conduct benchmarking of L&D and development practices
• Promote development initiatives through employee and leadership IDPs
• Map talent potential, key personnel, critical positions, and succession plans
• Review or create L&D policies and manuals
• Identify opportunities to improve the performance management cycle, implement changes, establish timelines, ensure completion of each stage, and monitor calibration sessions

Senior Learning & Development Analyst

• Act as a strategic partner to business areas, understanding their challenges, priorities, and objectives in order to propose solutions aligned with the organization’s strategy
• Support leaders in people-management decisions, strengthening performance, engagement, development, and talent retention
• Conduct organizational and development assessments, identifying needs related to training, succession planning, leadership, and team strengthening
• Plan, implement, and monitor Training & Development programs
• Lead and enhance internal People & Culture programs, including performance management, leadership development, succession planning, organizational culture, engagement, and learning
• Provide consultative support in developing individual and collective development plans
• Develop and facilitate training sessions, workshops, team-building activities, learning paths, and development initiatives
• Monitor program effectiveness indicators and metrics, proposing continuous improvements based on data and results
• Lead strategic Organizational Development projects, supporting transformation, cultural evolution, and change management
• Promote people-management best practices and strengthen a culture of continuous development and high performance

Senior Business Partner – Organizational Development

• Lead recruitment processes for critical positions and support talent attraction and employer branding strategies.
• Design and monitor initiatives focused on development, performance, and leadership strengthening.
• Lead talent, career, succession, mobility, and key-person retention processes.
• Analyze climate, culture, eNPS, and L-NPS metrics, proposing improvement and engagement initiatives.
• Support organizational design assessments and workforce planning.
• Act as a consultant to leaders, supporting people- and organization-related decisions.
• Integrate and analyze HR data and metrics through People Analytics, translating information into recommendations.
• Provide technical guidance to less senior professionals and contribute to the continuous improvement of DHO processes.
• Contribute to strengthening the organizational capabilities of Rede Mulher Empreendedora, an organization that promotes women’s entrepreneurship and financial independence through courses, mentoring, programs, and events.

Learning and Development jobs in Brazil