Vice President, Global Learning & Talent Development

Job Summary

The Vice President, Global Learning & Talent Development is a senior COE leader reporting to the CHRO. This role will define and deliver the company’s global learning and talent agenda and lead change management for major strategic initiatives across the organization. Based in Hong Kong, the position covers ~30 countries and ~4,000 employees within a broader matrixed HR network.

About us

Li & Fung is a global leader in consumer goods sourcing and end-to-end supply chain solutions. We empower brands and retailers by delivering commercial and operational excellence across every stage of the product lifecycle.

For over a century, innovation and creativity have continued to drive our business. Connecting bright minds and crowdsourcing ideas, using design thinking, collaborative workspaces and rapid prototyping are just some of the ways we innovate at Li & Fung every day.

Today, we responsibly managing supply chains for high volume, time sensitive goods worldwide. Our end‑to‑end services include product design, raw‑material sourcing, production, quality assurance and logistics across apparel, footwear, accessories and household products.

Our aspiration is to deliver value in global supply chains by living our values around people, partners and planet. Guided by Humility, Entrepreneurship and Family, we focus on commercial performance that respects people and the environment.

We are looking for an experienced and passionate Vice President, Global Learning & Talent Development to join us! 

Here is what you need to know about this role:

Strategy & governance

•    Develop and implement a cohesive, enterprise-wide Learning & Talent Development strategy and governance model that integrates learning, capability-building, performance management, talent reviews, and succession planning to support business priorities.

•    Leverage digital platforms, learning technologies and HR systems, and people analytics to scale learning solutions, measure impact, and drive continuous improvement.

•    Establish clear accountabilities, service level agreements and stakeholder satisfaction metrics for the COE and its delivery partners.

Learning

•    Partner with business leaders, HRBPs and subject-matter experts to diagnose capability and leadership gaps, translate priorities into prioritized interventions, and design practical, scalable learning pathways (e.g., leadership journeys, role-based curricula, career mobility programs, micro-learning modules).

•    Define and maintain a global competency and leadership framework that guides talent investment decisions, informs curricula, and ensures consistent expectations across markets.

•    Oversee selection and management of external and internal learning providers and learning technologies, ensuring high-quality delivery, cost-effectiveness and measurable learning outcomes.

•    Build manager and leader capability to coach and develop talent through blended learning, on-the-job development, mentoring and stretch assignments; define KPIs and evaluation approaches (impact, adoption, ROI).

Talent Development 

•    Design, implement and continuously improve global talent processes — performance management, talent calibration, talent reviews and succession planning — to enable consistent, evidence-based talent decisions across markets.

•    Drive manager enablement and user-centric tools that translate performance assessments into clear development plans, mobility opportunities and succession actions.

•    Use talent analytics and behavioral data to identify high-potential cohorts, build ready-now talent pipelines, and inform workforce planning and retention strategies.

•    Partner with People Analytics, Rewards and business leaders to ensure talent decisions align with total rewards, mobility and career architecture.

Change Management

•    Lead enterprise change for major people and business initiatives by defining change strategies, aligning sponsors and stakeholders, conducting impact assessments, and developing readiness and adoption plans with clear metrics for adoption and sustainment.

•    Champion AI and digital transformation in partnership with Technology — identifying use cases (learning personalization, talent analytics, change adoption), defining operating models, and embedding ethical and practical guardrails.

•    Apply and coach structured change methodologies (e.g., Prosci/ADKAR) and deliver practical toolkits, leader playbooks and capability-building programs to raise change literacy across HR and the business.

•    Serve as a senior change sponsor and executive coach, influencing at Executive Leadership Team and Board levels to ensure people implications are integrated into strategy, transformation and risk planning.

You might be a good fit if you have:

•    Bachelor’s degree in HR, Business, Psychology/Organizational Development or related field; advanced degree or professional qualifications advantageous.
•    15+ years of global HR experience with a strong, demonstrable track record in learning & development, talent management and organizational development within multi-national organizations.
•    Proven experience leading large-scale change programs and applying structured change methodologies.
•    Strong people leadership skills with experience building high-performing teams and operating in a COE/matrixed environment.
•    Experience applying AI/GenAI, learning technologies or talent analytics to enhance learning and talent outcomes is a plus.
•    Senior stakeholder credibility with excellent influencing, communication and executive coaching skills.
•    Fluent in Cantonese and English (spoken and written).

If this sounds like you, Apply Now! 

#lftrading #lifung

It’s alright if this is not what you are looking for! You can also join us on LF Talent Network by clicking HERE. We will contact you when the right job opportunity comes up!

As an equal opportunity employer, we shall consider all applicants regardless of gender, age, religion, marital status, race, sexual orientation, disability, disease, pregnancy, or trade union and/or political affiliation, and disregard all factors deemed inappropriate by local law and the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work.

(Data collected will be used for recruitment purposes only.)