Bilingual Training & Development Facilitator, Distribution Services

Permanent Full Time
The Training and Development Facilitator is responsible for designing, coordinating and delivering effective learning solutions for new and existing employees supporting Contracting and Compensation operations. The role develops employee knowledge and capability across business processes, operational procedures, products, policies and enabling technology through classroom, virtual, group and individual learning.
Serving as a training subject matter expert and trusted business partner, the Facilitator assesses learning needs, develops and maintains training content, evaluates learner progress and provides coaching to reinforce successful performance. The role works collaboratively with operational leaders, subject matter experts, and business partners to ensure learning solutions remain accurate, relevant and aligned with evolving business needs, service expectations and organisational priorities.
Duties and Role Responsibilities
Training Delivery and Facilitation

• Deliver structured training to new and existing employees on Contracting and Compensation processes, procedures, products, policies and supporting technology.
• Facilitate learning in virtual, in-person, classroom, small-group and one-to-one environments.
• Adapt facilitation methods, learning activities and supporting materials to reflect different learning styles, experience levels and business needs.
• Apply adult-learning principles and practical business scenarios to promote critical thinking, sound judgement, problem-solving and effective decision-making.
• Explain complex operational concepts in a clear, practical and engaging manner.
• Facilitate refresher training, cross-training, change-related learning and targeted development sessions.
• Create an inclusive and respectful learning environment that encourages participation, collaboration and knowledge sharing.
• Maintain current working knowledge of relevant business processes and operational practices to ensure training remains accurate and credible.

• Assess organisational, team and individual learning needs in collaboration with leaders and business partners.
• Develop short- and long-term training plans that identify learning objectives, required resources, delivery methods, timelines and measures of success.
• Coordinate training schedules, learner participation and required subject matter support.
• Identify knowledge, skill and performance gaps through observation, assessments, operational results, quality findings, learner feedback and consultation with business partners.
• Develop targeted learning or coaching plans to address identified needs.
• Review business and operational changes to determine their impact on employee learning and readiness.
• Prioritise learning initiatives based on business risk, operational requirements and employee development needs.

• Design, develop, review and maintain training plans, facilitator guides, learner materials, job aids, reference tools, assessments and related learning resources.
• Partner with subject matter experts, process owners and learning professionals to validate the accuracy and completeness of training materials.
• Identify gaps, inconsistencies or outdated information in learning content and coordinate the required updates.
• Support the development and maintenance of a reusable learning-content repository that promotes consistency and efficient knowledge transfer.
• Ensure training content reflects approved business processes, policies, controls and service expectations.
• Develop interim support materials when formal procedures or learning resources are not yet available.
• Communicate material changes to learners, leaders and affected business partners.

• Evaluate learner knowledge, skill development and readiness through assessments, practical exercises, observation and other appropriate methods.
• Monitor learner progress throughout training and provide timely, constructive and specific feedback.
• Document training outcomes, strengths, development needs, risks and recommended next steps.
• Provide one-to-one coaching and mentoring to reinforce learning and address individual performance gaps.
• Communicate learner progress and training outcomes to appropriate leaders and business partners.
• Recommend additional training, coaching or operational support where required.
• Promote employee accountability for continuous learning and application of knowledge