Ning Lee

-Strengthen strategic business partnerships by collaborating with key stakeholders to ensure learning needs are proactively identified, addressed, and embedded into broader organizational goals. -Lead and oversee business content development initiatives, ensuring training materials remain current, relevant, and aligned with industry best practices through continuous stakeholder engagement. -Design and implement customized learning pathways tailored to departmental functions and role-specific competencies, supporting career growth and workforce capability. -Partner with the Learning Management System (LMS) team to strategically enhance the organization’s LMS, ensuring its capabilities are fully leveraged to deliver impactful learning experiences and extract meaningful metrics for tracking employee development. -Evaluate the effectiveness of L&D programs by measuring tangible outcomes and return on investment, translating learning impact into business performance insights. -Lead post-training evaluation strategies to assess knowledge transfer, enhance program effectiveness, and determine the impact of learning on employee performance and behavior. -Support the onboarding and integration of new team members by providing guidance, resources, and structured learning plans to accelerate their ramp-up and ensure role readiness. -Manage external training vendors and coordinate third-party learning programs, ensuring alignment with organizational standards, budget, and strategic learning objectives.

-Drive value through strategic partnerships by collaborating with key stakeholders to foster strong relationships and ensure learning needs are effectively identified and addressed. -Lead business content development initiatives in partnership with subject matter experts, ensuring training materials remain current, relevant, and aligned with industry best practices. -Design and implement customized learning pathways tailored to departmental functions and role-specific competencies. -Develop and optimize the organization’s Learning Management System (LMS), leveraging its capabilities to deliver impactful learning experiences and extract critical metrics for tracking employee progress. -Measure the effectiveness of L&D programs by evaluating tangible outcomes and return on investment, linking learning initiatives to business performance. -Conduct post-training evaluations to assess knowledge transfer, enhance program effectiveness, and determine the impact of learning on employee performance.

-Joined as a pioneer in the L&D department to plan, design and implement a comprehensive learning strategy and program to ensure a consistent nationwide training experience that directly impacts employee success. -Prepare engaging learning activities and compelling course content that reflects an understanding of the diversity of learners, including the demonstrated understanding of cultural differences that may apply. -Create supporting material/media (audio, video, simulations, role-plays, games, presentations, participant and trainers' guides, etc.) -Administer HRDCorp LEVY and claims. -Conduct Training Needs Analysis (TNA), recommend and implement training programs and measure the effectiveness of all trainings. -Champion annual training planning and analysis for the organization.

-Majored in Psychology (Faculty of Arts & Social Sciences) -Minored in Gender Studies (Faculty of Arts & Social Sciencs)

-Ontario scholar for obtaining an average above 80% in Ontario Academic Courses. -Highest standing in the Pre-U Course: Challenge and Change in Society.