携程LD(MJ034097)

任职要求

二、
·学历：本科及以上，教育技术/心理学/人力资源管理/工商管理等相关专业优先；硕士加分
·经验：
·5年以上经验，具备端到端大型项目规划与跨部门协同落地经验
·具互联网/文旅/服务业/零售等快节奏行业经验者优先
·能力：
·学习项目设计与引导：熟悉成人学习原理、课程开发方法、行动学习与混合式学习设计
·数据分析与效果评估：能基于指标进行诊断、评估与优化（熟练使用Excel/可视化工具/数据看板）
·项目管理：目标分解、进度与风险管理、资源协调及供应商管理
·沟通影响与变革推动：跨层级协作、利益相关方管理与业务落地能力
·工具：PPT/Excel娴熟，掌握LMS配置与运营；掌握在线课程制作工具者加分
·特质：结果导向、以业务为中心、客户体验意识强；自驱与抗压，善于复盘与持续改进
·加分项：内训师体系搭建经验、测评工具/领导力模型应用、英语可作为工作语言
II. Qualifications
·Education: Bachelor’s degree or above; majors in Educational Technology,
Psychology, Human Resource Management, Business Administration or related
fields preferred; Master’s is a plus.
·Experience:
·5+ years of experience with end-to-end large program planning and
cross-functional implementation.
·Experience in fast-paced industries such as Internet, travel and culture,
services, or retail preferred.
·Capabilities:
·Learning program design and facilitation: familiar with adult learning
principles, curricu…

工作职责

·岗位名称：学习与发展（L&D）
·所属部门：IBU CSC
OTLD
·工作地点：上海
·岗位定位：围绕公司业务战略与关键岗位能力要求，构建并运营学习与发展体系，提升人才供给质量与业务绩效
一、
1. 学习战略与需求洞察
·通过业务访谈、岗位画像、绩效与客户数据分析，识别核心能力差距，制定年度/季度学习地图与优先级
·为不同人群（各岗位序列、管理者、新人）设计分层分群的培养路径与里程碑
2. 项目设计与交付
·端到端规划与落地重点项目：新人培养体系、管理者发展、关键岗位能力提升、合规与安全等
·进行课程开发与迭代，组织训练营/工作坊/行动学习/导师制/轮岗等形式
·担任项目主持与课堂引导师，保证体验与质量；对学习对象进行分层运营与激励
3. 平台与学习运营
·负责学习平台的运营与数据看板，优化课程上架、学习路径、考试认证与学分体系
·通过社群、打卡、积分、勋章等运营手段提升触达率、完课率与活跃度
·招募与认证内训师，建立讲师梯队与课程库；制定内容标准、版本管理与版权合规
4. 培训效果评估和跟踪
·建立评估体系（参考Kirkpatrick四级），跟踪满意度、学习迁移/行为转化与业务影响
·供应商与预算管理，筛选与管理外部评估/培训供应商，制定项目SLA与验收标准，控制成本与交付质量
·保障数据安全与隐私合规，完善制度、流程、模板与项目SOP
4. 跨部门协同与机制对齐
·与HRBP、招聘、绩效、薪酬及业务线协同，将学习结果与晋升、认证、岗位资格、绩效改进打通
lJob Title: Learning & Development (L&D)
lDepartment: IBU CSC OTLD
lLocation: Shanghai
lRole Positioning: Build and operate a learning and
development system aligned with the company’s business strategy and key role
capability requirements, improving talent supply quality and business
performance.
I. Key 
1. Learning Strategy and Needs Analysis
·Identify core capability gaps through business interviews, role profiling,
and analysis of performance and customer data; develop annual/quarterly
learning roadmaps and priorities.
·Design tiered and segmented development paths and milestones for different
populations (job families/streams, managers, and new hires).
2. Program Design and Delivery
·Plan and deliver end-to-end key programs, including new-hire development
systems, manager development, critical role capability enhancement, and
compliance and safety.
·Develop and iterate courses; organize bootcamps, workshops, action
learning, mentoring, and job rotations.
·Serve as program lead and session facilitator; ensure learner experience
and quality; manage segmented learner operations and engagement.
3. Platform and Learning Operations
·Own learning platform operations and dashboards; optimize course
publishing, learning paths, assessments/certifications, and credit systems.
·Increase reach, completion, and engagement via communities, check-ins,
points, badges, and other engagement tactics.
·Recruit and certify internal trainers; build a trainer bench and course
library; set content standards, version control, and copyright compliance.
4. Training Evaluation and Follow-up
·Establish an evaluation system (referencing Kirkpatrick’s four levels);
track satisfaction, learning transfer/behavior change, and business impact.
·Vendor and budget management: select and manage external
assessment/training vendors; define project SLAs and acceptance criteria;
control costs and delivery quality.
·Ensure data security and privacy compliance; refine policies, processes,
templates, and project SOPs.
5. Cross-Functional Collaboration and Alignment
·Partner with HRBP, Recruitment, Performance, Compensation, and business
lines to connect learning outcomes with promotion, certification, job
qualification, and performance improvement.