Head of Learning and Development

Overview: Design, implement, and oversee strategic learning, leadership development, and talent management initiatives at the group level, ensuring a high-performing workforce and fostering a culture of continuous learning.

Key Responsibilities:

L&D Strategy:

• Develop and implement a group-wide learning and development (L&D) strategy aligned with the organization’s business objectives and transformation goals.
• Establish a structured learning framework, including competency-based development pathways for different roles and career stages.
• Design and oversee training programs, leadership development initiatives, and learning interventions that enhance organizational capability.
• Leverage digital learning platforms and innovative learning methodologies to enhance accessibility and engagement.
• Monitor and evaluate the effectiveness of L&D programs through key performance indicators (KPIs) and learning analytics.

Talent Management:

• Design and implement an enterprise-wide talent management framework to attract, develop, and retain high-potential employees.
• Develop and oversee leadership development programs to build a robust leadership pipeline at all levels.
• Drive and manage the succession planning process for critical roles, ensuring business continuity and leadership readiness.
• Collaborate with business leaders to assess talent needs and implement talent review processes.
• Establish mentorship and coaching programs to support career growth and professional development.

Performance & Capability Development

• Work closely with HR and business leaders to integrate performance management with capability development.
• Support the implementation of career pathing initiatives, linking employee development with business needs.
• Provide guidance on competency assessment and skill gap analysis.
• Lead initiatives to build a learning culture that promotes knowledge sharing and continuous improvement.

Budget & Governance

• Develop and manage the L&D and talent management budget effectively.
• Ensure compliance with learning governance, policies, and reporting requirements.
• Establish and maintain best practices in program delivery, evaluation, and continuous improvement.

Develop a high performing of learning & development team

• Build, develop, train, and assign personnel under the L&D function to ensure efficient allocation of human resources.
• Motivate, encourage employee engagement, and ensure a positive working environment.
• Deliver training processes, procedures, work standards/instructions to subordinates, and ensure compliance in the assigned functions.
• Maintain and enhance the L&D function within the organization, including coaching, team development or performance, and workforce planning.

Organizational Health and Culture

• Shape organizational capabilities to support long-term sustainability, focusing on leadership development, talent strategies, and succession planning.
• Foster a high-performance culture aligned with mission and core values, driving engagement and productivity.
• Enhance employee engagement and organizational health through innovative cultural initiatives and employee feedback programs, including EES and OHI surveys.
• Promote a positive work environment that supports employee well-being and retention, ensuring alignment with organizational goals.

Requirements:

• Bachelor's degree or higher (Business, Economics, HR, Training preferred).
• 12-15 years of professional experience, with at least 5 years in a senior leadership role in L&D/Talent Development.
• Proven record of accomplishment in enterprise-level L&D/talent management strategies, leadership development, and digital learning solutions.
• Excellent stakeholder management, communication, strategic thinking skills, and English proficiency.
• Competencies: Strategic Leadership, L&D Expertise, Talent Management, Change Management.
• Mindsets: Growth mindset, takes initiative, builds relations, passionate about L&D.

Interfaces:

• Direct Manager, Business & Functional Heads, L&D Team, Subsidiaries

Key Decision Rights:

• L&D and Academy strategies (short, medium, long term)
• Training processes & procedures
• L&D team structure
• Budgeting and authorized responsibilities