Initial 6-Month Contract | Part-Time or Full-Time | Melbourne/Hybrid

Are you an experienced Learning & Development qualified who enjoys building programs from the ground up, challenging existing practices and creating meaningful improvements in workforce capability and performance?

212F Group is seeking a hands‑on Learning & Development Manager to design and implement a structured L&D; framework across our onshore and offshore teams.

This is an exciting opportunity to shape how we onboard, train, develop and upskill our people, while supporting a business focused on innovation, operational excellence and continuous improvement.

About the Role

This is more than a traditional L&D; role. Working closely with operational stakeholders, the focus is on improving how our business operates, how our people are trained and developed, and how we achieve greater efficiency, consistency and productivity.

Working closely with the Managing Director, leadership team and operational stakeholders, you will help assess current capabilities and processes, identify gaps and implement solutions through training, process standardisation, simplification, elimination, AI and automation.

With AI adoption already relatively advanced but inconsistent across roles, you will identify opportunities to eliminate unnecessary work and maximise the value of our people and technology.

A key expectation of this role is to drive high standards of productivity, quality and consistency across the business. Building the right capabilities and frameworks to achieve this will be critical to strengthening 212F Group’s competitive position in a rapidly evolving market over the next five years and beyond.

What You'll Be Doing





- Review current workforce capabilities and identify learning and development needs.
- Design and implement structured onboarding, role-based training, upskilling and ongoing development programs.
- Establish competency frameworks, learning pathways and knowledge-sharing practices.
- Review training and development practices across our offshore teams and recommend improvements.
- Identify suitable learning platforms, tools and resources to support scalable training.
- Partner with operational stakeholders to identify inconsistencies and capability gaps, and implement training solutions that support agreed improvements.
- Develop a prioritised L&D; roadmap, budget and measurable performance outcomes.
- Establish sustainable systems and processes to support ongoing learning and development.

Key Responsibilities

1. Business Assessment & Gap Analysis

- Understand the Managing Director and Leadership Team’s vision and strategic priorities and translate these into an actionable plan.
- Review current operational practices, workforce capabilities, systems and processes.
- Identify inefficiencies, inconsistencies, skills gaps and opportunities for improvement.
- Develop a prioritised improvement roadmap aligned with business objectives.
- Design and implement a structured L&D; framework covering onboarding, role-specific training,



upskilling and ongoing professional development.
- Establish competency frameworks, learning pathways and consistent knowledge sharing practices.
- Identify appropriate learning platforms, tools and resources to support scalable training.
- Review current offshore workforce training and management practices, and recommend improvements to capability, consistency and performance.

3. Business Optimisation & Operational Improvement

- Work with operational leaders and subject matter experts to review existing workflows and identify improvement opportunities.
- Challenge established practices and identify processes that can be simplified, standardised, eliminated or automated.
- Identify opportunities to improve productivity through AI, automation and better use of existing systems.
- Collaborate with the business analysis and technology teams to develop and implement practical solutions.
- Establish a repeatable framework for continuous operational improvement.

5. Strategy, Implementation & Performance Measurement

- Develop a prioritised roadmap, budget and ROI assessment.
- Lead the implementation of agreed initiatives, ensuring recommendations translate into measurable outcomes across the business.

6. Implementation & Transition

- Establish sustainable systems, documentation and accountability for ongoing L&D; and business optimisation.
- Recommend the long-term resources and structure required to maintain the program.
- Support recruitment and handover to a permanent L&D; Manager, if required.

About You

We're looking for a commercially minded, proactive L&D; professional who can combine strategic th

📌 Learning and Development Manager (Melbourne)
🏢 212F
📍 Melbourne