Learning & Development Coach – Account Lead Enablement

• Check out Magic's Business Profile
• Know more about our Team via Magic's Careers Page

• Compensation: ₱45,000/month (all-in package inclusive of government-mandated benefits)
• Schedule: Tuesday to Saturday, 12:00 AM – 9:00 AM PHT
• Work Setup: Fully remote
• Impact: You'll directly shape how Magic's Account Leads perform — your work will be visible in client outcomes, team competency, and operational consistency

1. Initial Interview (HR Interview)
2. 2nd Level Interview with the Project & Process Innovation Manager
3. Final Interview — Demo Training Session with the Director of Operations for MEA and the Project & Process Innovation Manager; you'll receive training materials 24–48 hours in advance

• You consistently design and deliver masterclasses and refresher training that result in measurable improvement in team performance within 60 days
• You build a certification and competency framework from the ground up that becomes the standard for ongoing development
• You proactively identify skill gaps before they become operational problems — not after
• You coordinate smoothly with team leads and operations managers to schedule training without disrupting service delivery
• You own a learning calendar and execute it reliably, with participation rates and assessment completions consistently above target
• Your training materials are polished, practical, and actually used — not buried in a drive somewhere
• Every team member you work with knows exactly where they stand and what they need to grow next

• You've only trained new hires or onboarded employees — you've never developed tenured, experienced professionals
• You need heavy direction on what to train; you can't design a program from scratch
• You're uncomfortable giving direct feedback to peers or people more senior than you
• Coordinating across multiple stakeholders feels overwhelming rather than energizing
• You treat training as a one-time event rather than an ongoing system
• You can't commit to a Tuesday–Saturday, 12:00 AM–9:00 AM PHT schedule
• You haven't worked in a fast-paced, remote operations environment before
• You're looking for a purely facilitation role — this requires you to also build, track, report, and iterate

Core Responsibilities

Learning & Development Delivery

• Design and deliver masterclasses, refresher training, and workshops for tenured team members in active operations
• Conduct one-on-one and group coaching sessions focused on process updates, best practices, leadership, and client management
• Act as secondary owner of Training & Onboarding tasks alongside the primary coach

Competency & Certification Management

• Build and manage assessments and certification programs to track competency across operational processes
• Ensure all team members remain updated and execution-ready as standards evolve
• Maintain documentation of certification completion and competency benchmarks

Skill Gap Analysis & Performance Improvement

• Identify recurring gaps in performance through data, observation, and collaboration with operations leaders
• Create targeted learning interventions that address root causes — not just surface-level symptoms
• Partner with team leads and operations management to align on development priorities

Learning Material Development & Reporting

• Create, update, and improve training content, exercises, and development frameworks
• Ensure all materials stay aligned with current operational standards and processes
• Track and report on participation rates, assessment performance, certification completion, and overall training effectiveness

What You Bring

• MUST HAVE: At least 2 years of experience in training, coaching, or learning & development — specifically with experienced or tenured professionals (not just onboarding)
• Demonstrated ability to design and build training programs, certifications, and learning frameworks from scratch
• Strong facilitation and presentation skills — you can hold a room, whether it's 3 people or 30
• Experience conducting skill gap analyses and translating findings into structured learning plans
• Proficiency with digital tools for training delivery and content creation (e.g., Canva, Notion, Google Workspace)
• Strong stakeholder management skills — you know how to coordinate with operations leads without disrupting delivery
• Experience tracking learning data and producing clear reports on training outcomes
• Comfortable working in a remote, fast-paced operations environment with international/US-based teams
• WFH Set-Up:
  • Computer with at least 8GB RAM, an Intel i5 core processor/AMD Ryzen 5 Processor and up.
  • Internet speed of at least 40MBPS
  • Headset with an extended mic that has noise cancellation and a webcam
  • Back-up computer and internet connection
  • Quiet, dedicated workspace at home

Your superpowers are...

• Instructional Intelligence: You can take complex processes and break them down into training that actually sticks — not just slides to click through.
• Proactive Gap-Spotter: You don't wait to be told there's a problem; you see patterns in performance data before they become escalations.
• Stakeholder Fluency: You navigate relationships with team leads, management, and tenured employees with ease — adjusting your approach depending on who's in the room.
• Builder Mentality: You're energized by creating systems and programs where none existed before, not just maintaining what's already there.
• Feedback Courage: You give honest, specific, and constructive feedback even when it's uncomfortable — because you know that's where real growth happens.
• High EQ: You read the room, manage tension, and keep the learning environment psychologically safe — especially when coaching people who've been in the role longer than expected.

The Reality

Before You Apply — Ask Yourself

1. Have I designed and delivered training programs specifically for experienced or tenured professionals — not just new hire onboarding?
2. Am I comfortable building a competency framework and certification program from scratch, without a template handed to me?
3. Can I give direct, specific feedback to someone who has been in their role longer than I have?
4. Do I genuinely enjoy the coordination and stakeholder management that comes with pulling people out of active operations for development?
5. Can I fully commit to a Tuesday–Saturday, 12:00 AM–9:00 AM PHT schedule without exception?