Soorty is offering an excellent career opportunity for a qualified and experienced HR, Psychology, or organizational development professional for the position of Assistant Manager – Skill Development & Culture.

The role is based in Korangi Industrial Area, Pakistan, and is suitable for candidates with a Bachelor’s or Master’s degree in Psychology, Human Resources, or a related field and approximately 4–6 years of relevant professional experience.

This position is particularly suitable for HR professionals who have a strong interest in employee development, training, organizational culture, learning programs, leadership development, and workforce capability building.

Interested candidates should submit their applications by 26 August 2026.

Job Overview

The Assistant Manager – Skill Development & Culture will play an important role in developing employee capabilities and supporting a culture of continuous learning within the organization.

The position involves planning and managing the organization’s Skill Development Calendar, conducting Training Needs Analysis (TNA), developing learning initiatives, coordinating internal and external training programs, measuring training effectiveness, maintaining employee development records, and preparing management reports.

This is not simply a training coordination role. The selected professional will be expected to connect learning initiatives with organizational objectives and measurable business outcomes.

Position Details

Understanding the Role

Modern organizations need employees who continuously develop their technical, behavioral, leadership, and functional capabilities.

The Assistant Manager – Skill Development & Culture will help create and manage programs designed to improve employee knowledge, skills, performance, and professional growth.

The role combines several important HR functions, including:

• Learning and development
• Training needs analysis
• Employee skill development
• Leadership development
• Training effectiveness measurement
• HR reporting
• Learning documentation
• External training partnerships
• Departmental budgeting
• Policy and SOP development

The ideal candidate should therefore have both HR knowledge and strong project management abilities.

Key Responsibilities

1. Develop the Annual Skill Development Calendar

One of the key responsibilities will be developing and implementing the organization’s annual Skill Development Calendar.

The calendar should be aligned with organizational objectives and provide a structured approach to employee learning throughout the year.

This may involve identifying:

• Required technical training
• Behavioral development programs
• Leadership initiatives
• Functional training
• Employee capability gaps
• Department-specific development requirements

A well-planned development calendar helps ensure that employee learning activities are organized rather than conducted on an ad-hoc basis.

The selected candidate will need to coordinate with different departments to understand their priorities and incorporate them into the overall development plan.

2. Conduct Training Needs Analysis (TNA)

Another major responsibility is conducting Training Needs Analysis in collaboration with department heads.

TNA helps an organization determine which employees or teams require additional knowledge and skills.

The Assistant Manager may work with department heads to identify:

• Performance gaps
• Technical skill requirements
• Behavioral development needs
• Leadership capabilities
• Functional knowledge gaps
• Future workforce requirements

The information gathered through TNA can then be used to design targeted learning programs.

Strong communication and analytical skills are particularly important for this responsibility because the candidate will need to interact with managers and understand the specific requirements of different departments.

3. Design Skill Development Initiatives

The position involves designing and implementing multiple categories of employee development programs.

These include:

Technical Skills

Programs designed to improve employees’ technical knowledge and job-specific capabilities.

Behavioral Skills

Training focused on areas such as:

• Communication
• Teamwork
• Problem-solving
• Interpersonal effectiveness
• Workplace behavior

Leadership Development

Programs aimed at strengthening the capabilities of current and future leaders.

Functional Skills

Training related to specific departmental responsibilities and professional functions.

The candidate will need to understand that different employee groups require different learning approaches.

4. Manage End-to-End Training Programs

The Assistant Manager will manage the end-to-end execution of internal and external skill development programs.

This means responsibility can extend from initial planning through final evaluation.

The process may include:

1. Identifying the development requirement
2. Defining learning objectives
3. Selecting the appropriate training approach
4. Coordinating trainers or learning providers
5. Scheduling sessions
6. Communicating with participants
7. Managing logistics
8. Collecting participant feedback
9. Evaluating learning outcomes
10. Preparing reports

Strong organizational and coordination skills will be essential to successfully manage multiple programs and stakeholders.

5. Measure Training Effectiveness and Business Impact

A particularly important aspect of the position is measuring whether development initiatives are actually producing results.

The organization expects the candidate to measure effectiveness through:

• Assessments
• Employee feedback
• KPIs
• Business impact analysis
• ROI analysis

This means the role goes beyond measuring whether employees attended a training session.

The candidate should be able to evaluate whether the training contributed to improved knowledge, performance, productivity, or other relevant organizational outcomes.

Understanding how to connect learning activities with measurable business results can be a major advantage for candidates applying for this position.

6. Develop Policies, SOPs and Documentation

The selected candidate will also develop and maintain departmental:

• Policies
• Standard Operating Procedures (SOPs)
• Process documentation
• Skill development guidelines
• Related records

Well-defined policies and SOPs help create consistency in how employee development activities are planned and executed.

Candidates should therefore be comfortable with professional documentation and process development.

7. Build External Learning Partnerships

The role also requires building partnerships with external organizations.

These may include:

• Educational institutions
• Training consultants
• External learning providers
• Professional development organizations

Developing strong external partnerships can help an organization access specialized expertise, professional trainers, certifications, and advanced learning opportunities.

The Assistant Manager may therefore need strong vendor management, communication, negotiation, and relationship-building skills.

8. Prepare Budgets and Management Reports

Financial planning is another important responsibility.

The Assistant Manager will prepare and manage departmental information related to skill development budgets.

The position also includes preparing:

• Skill Development MIS
• Dashboards
• Management reports
• Training-related analytics

This means candidates should be comfortable working with data and presenting information in a clear format for management review.

Experience with Excel, dashboards, HR analytics, or reporting systems can be helpful, although specific software requirements are not mentioned in the advertisement.

9. Maintain Employee Development Records

Accurate employee development records are essential for monitoring workforce capability.

The candidate will ensure accurate maintenance of:

• Employee training records
• Development histories
• Certifications
• Learning documentation
• Compliance-related records

Proper record management helps HR teams understand employee development progress and ensures that important certification and compliance information remains available when required.

Attention to detail will therefore be important.

Educational Requirements

Candidates should have a:

Bachelor’s or Master’s degree in Psychology, Human Resources, or a related field.

Relevant academic backgrounds can include HR, organizational psychology, industrial psychology, business administration, or closely related disciplines, provided the candidate has relevant professional experience.

The ideal educational background should be supported by practical experience in learning and development, employee training, organizational development, or HR.

Experience Required

The position requires approximately:

4–6 Years of Relevant Experience

Candidates should ideally have professional exposure to areas such as:

• Learning and development
• Training coordination
• Training needs analysis
• Employee development
• Leadership development
• HR operations
• Organizational development
• Training effectiveness
• HR reporting

Professionals who have already managed training programs from planning through evaluation may be particularly well suited to the role.

Skills That Can Help You Succeed

A strong candidate for this position should ideally possess the following skills:

• Training Needs Analysis
• Learning & Development
• Employee skill development
• Program management
• Training evaluation
• KPI analysis
• ROI analysis
• Leadership development
• Communication
• Stakeholder management
• Vendor management
• Budget management
• Report writing
• Dashboard preparation
• Documentation
• Project coordination
• Problem-solving

Strong interpersonal skills will also be important because the role requires collaboration with department heads, employees, educational institutions, consultants, and external learning providers.

Who Should Apply?

This opportunity may be suitable for professionals currently working in roles such as:

• Assistant Manager Learning & Development
• Learning & Development Specialist
• HR Development Specialist
• Training & Development Executive
• Organizational Development Executive
• Talent Development Specialist
• HR Business Partner with strong L&D exposure
• Training Manager
• Employee Development Specialist

Candidates should particularly consider this position if they have experience managing structured learning programs and employee development initiatives.

How to Prepare Your CV

Applicants should tailor their CV to the requirements of this vacancy.

Your resume should clearly highlight:

• Bachelor’s/Master’s degree
• Psychology, HR, or related qualification
• 4–6 years of relevant experience
• Training Needs Analysis experience
• Learning program management
• Training calendar development
• Leadership development initiatives
• Training effectiveness measurement
• KPI and ROI analysis
• External trainer/vendor management
• HR MIS and dashboard preparation
• Employee training records management

Where possible, mention measurable achievements.

For example, candidates can highlight how they improved training participation, employee performance, learning outcomes, training efficiency, or development program effectiveness.

Application Process

Interested and qualified candidates should apply before the deadline.

Last Date to Apply: 26 August 2026

Send your updated CV to:

[email protected]

Applicants should mention “Assistant Manager – Skill Development & Culture” in the subject line of the email.

A clear subject line can help the recruitment team quickly identify the position for which the candidate is applying.

Before submitting your application, make sure your CV accurately reflects your qualifications, professional experience, training and development expertise, and relevant achievements.

Job Application Checklist

Before sending your application, make sure you have:

• Updated your CV

• Clearly mentioned your educational qualification

• Highlighted 4–6 years of relevant experience

• Included Training Needs Analysis experience

• Mentioned learning and development programs you managed

• Highlighted training evaluation and KPI experience

• Included relevant reporting and dashboard experience

• Added your current contact details

• Used “Assistant Manager – Skill Development & Culture” in the email subject

• Sent the application to [email protected]

• Applied before 26 August 2026

Why This Is a Great Career Opportunity

The Assistant Manager – Skill Development & Culture position offers professionals the opportunity to contribute directly to employee capability and organizational growth.

The role combines learning and development with measurable business outcomes, making it suitable for HR professionals who want to move beyond routine training coordination and become more involved in strategic workforce development.

The selected candidate will gain exposure to training strategy, leadership development, organizational capability, external partnerships, budgeting, HR analytics, and employee development systems.

For an experienced HR or Psychology professional, this can be a valuable opportunity to build a career in Learning & Development, Talent Management, Organizational Development, and HR leadership.

Frequently Asked Questions

What position is Soorty hiring for?

Soorty is hiring an Assistant Manager – Skill Development & Culture.

What qualification is required?

Candidates should have a Bachelor’s or Master’s degree in Psychology, Human Resources, or a related field.

How much experience is required?

The vacancy requires approximately 4–6 years of relevant experience.

Where is the job located?

The position is based in Korangi Industrial Area, Pakistan.

What are the major responsibilities?

Key responsibilities include training needs analysis, annual skill development planning, designing learning programs, training execution, effectiveness measurement, policy development, external partnerships, budgeting, MIS, dashboards, and employee development records.

What is the application deadline?

The last date to apply is 26 August 2026.

How can candidates apply?

Candidates should email their CV to [email protected] and mention the position name in the subject line.

Final Thoughts

The Assistant Manager – Skill Development & Culture position at Soorty is an excellent opportunity for HR and Psychology professionals who are passionate about employee development, organizational learning, leadership development, and workplace culture.

With responsibility for everything from Training Needs Analysis and annual development planning to training execution, effectiveness measurement, budgeting, reporting, and employee development records, the role offers broad exposure to modern Learning & Development practices.

Candidates with a Bachelor’s or Master’s degree in Psychology, Human Resources, or a related field and 4–6 years of relevant experience should consider applying.

If your professional background matches the requirements, prepare a focused CV that demonstrates your experience in skill development, training management, employee learning, analytics, and stakeholder coordination.

Send your application to [email protected] before 26 August 2026, and make sure to mention “Assistant Manager – Skill Development & Culture” in the email subject line.