Learning and Development Analyst at Seven Up Bottling Company

Created by the Howdy Corporation in St. Louis, MO, 7UP was an optimistic venture from the very start. After great success with the Howdy Orange drink, company founder C.L. Grigg decided to try his luck with lemons and limes. C.L. Grigg spent more than two years testing over 11 different formulas, all in search of a drink that was refreshing enough to prove irresistible to the people of Missouri and the world at large. In 1929, C.L. Grigg’s bubbliest drink was born. The public quickly developed a taste for Grigg’s caramel colored lemon-lime soda. Bib-Label Lithiated Lemon-Lime Soda sold, and sold well. As the drink grew more and more popular, the original name was traded in for something short and sweet. Bib-Label Lithiated Lemon-Lime Soda became known as 7UP. Early advertising featured a winged 7UP logo with copy that read "a glorified drink in bottles only. Seven natural flavors blended into a savory, flavory drink with a real wallop." The drink was so successful by 1936 that Grigg changed the name of The Howdy Corporation to The Seven-Up Company. By the late 1940s, 7UP had become the third best-selling soft drink in the world. In the decades to follow, 7UP developed iconic branding, setting it apart from industry front-runners. In 1967, 7UP brought the phrase UNCOLA into the national vernacular. The UNCOLA campaign set 7UP apart from its competition and became part of a counter cultural that symbolized being true to yourself and challenging the status quo. Always at the frontier of taste and pop culture, 7UP was also among the first sodas to introduce sugar-free and caffeine free options. Through the years, advertising for 7UP featured everything from a cartoon mascot named Spot, to the "It’s an Up thing" and "Make 7UP yours" taglines.
Key Responsibilities

Training Needs Analysis: Conduct Training Needs Analysis (TNA) in collaboration with HR Business Partners, departmental heads, and line managers to identify skills gaps and development priorities.
Learning Programme Coordination: Coordinate the planning, scheduling, and delivery of technical, functional, behavioural, leadership, and compliance training programmes across Head Office, factories, and regional locations.
Learning Management System (LMS): Administer and maintain the LMS, ensuring accurate training records, employee learning histories, course assignments, and completion reports.
Training Evaluation: Monitor and evaluate training effectiveness using feedback surveys, assessments, post-training evaluations, and performance indicators to determine learning impact.
Learning Analytics and Reporting: Analyse training data, participation rates, training hours, costs, completion rates, and effectiveness metrics to generate actionable insights and management reports.
Budget and Vendor Management: Support the preparation and monitoring of the L&D budget, coordinate with external training providers, and track training expenditure against approved budgets.
Employee Development: Support the implementation of Individual Development Plans (IDPs), competency development frameworks, career development initiatives, and succession planning activities.
Digital Learning: Identify and promote digital learning solutions, e-learning platforms, knowledge-sharing tools, and other innovative approaches to improve learning accessibility and engagement.
Training Administration: Coordinate training logistics, attendance, materials, venues, facilitator engagements, and post-training documentation.
Stakeholder Engagement: Collaborate with HR, departmental leaders, internal facilitators, and external consultants to ensure learning interventions align with business and operational priorities.
Compliance and Documentation: Maintain accurate learning records and ensure mandatory training programmes are completed and properly documented.
Continuous Improvement: Benchmark L&D practices, identify opportunities to improve learning processes, and recommend cost-effective solutions to strengthen organisational capability.

Requirements

Education: Bachelor's Degree in Human Resources Management, Industrial Relations, Business Administration, Psychology, Education, or a related discipline.
Experience: 2–5 years of relevant experience in Learning & Development, HR, training coordination, or talent development.
L&D Expertise: Knowledge of Training Needs Analysis, instructional design principles, training evaluation, competency frameworks, and employee development processes.
Data Analysis: Strong analytical skills with the ability to interpret training data, develop reports, track KPIs, and generate actionable insights.
Digital Tools: Proficiency in Microsoft Excel, PowerPoint, and Word. Experience with Power BI, an LMS, or e-learning authoring tools is an advantage.
Project Coordination: Demonstrated ability to coordinate multiple training programmes, manage timelines, and engage stakeholders effectively.
Communication: Excellent written and verbal communication, presentation, facilitation, and interpersonal skills.
Professional Certification: CIPM, CIPD, ATD, or other relevant HR/L&D certifications would be an advantage