Learning & Development Lead

Job Purpose

Lead and oversee Learning & Development programs across the entire Holding Company and its subsidiaries, ensuring alignment of learning strategies with overarching business goals and operational requirements. Focus on enhancing workforce capabilities, succession planning, and nurturing high-potential talent while managing training programs, external providers, and the LMS to boost organizational performance.

Key Responsibilities

• Formulate and execute a Group-wide Learning & Development strategy along with an annual training plan tailored to business and subsidiary needs.
• Collaborate with HR and leadership teams to carry out Training Needs Analysis (TNA), identifying gaps in competencies and prioritizing learning interventions.
• Design and manage learning initiatives catering to corporate, sales, aftersales, service, and technical teams, including leadership development and digital learning solutions.
• Support succession planning efforts by pinpointing critical roles, evaluating readiness of successors, and creating Individual Development Plans for successors and high-potential staff.
• Oversee management of external training vendors and consultants, involving proposal evaluation, contract negotiation, and ensuring training quality and cost efficiency.
• Administer the Learning Management System ensuring it is effectively used with current content, accurate tracking of trainings, and monitoring completion statuses.
• Coordinate mandatory trainings such as Health, Safety & Environment (HSE) and Code of Conduct with relevant departments and ensure group-wide compliance.
• Manage and optimize the training budget while assessing training impact through evaluations, feedback, practical application, and performance metrics.
• Compile periodic reports on training activities, competency growth, talent development initiatives, budget spend, and learning outcomes.
• Encourage a culture of continuous development using coaching, mentoring, knowledge exchange, and blended learning strategies throughout the Holding Company and subsidiaries.

Qualifications and Experience

• Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or related disciplines; professional credentials like CIPD or CPTD are advantageous.
• At least 6 years of experience in Learning & Development or Talent Development roles.
• Demonstrated experience managing learning initiatives within a holding company structure or multi-business environment.
• Expertise in conducting Training Needs Analysis, planning annual training schedules, succession planning, and high-potential talent management.
• Proficient in handling LMS platforms, external training vendors, and managing training financial resources.

Required Skills and Competencies

• Fluent communication skills in both Arabic and English, both written and verbal.
• Strong abilities in persuasion, negotiation, and stakeholder engagement, especially with external providers.
• Deep knowledge of training needs analysis, educational principles, training delivery methods, and assessment of learning outcomes.
• Capability to foster talent development, support succession planning, and convert business needs into effective learning solutions.
• Experience with LMS tools, learning data analytics, reporting, and evaluating training effectiveness.
• Excellent planning, project management, organizational, and problem-solving aptitude.
• Skilled at managing multiple projects and collaborating across various companies and functions.

Key Performance Indicators

• Completion rate of planned training programs within set budgets and timelines.
• Measured progress in employee competencies and workplace application of trained skills.
• Extent of succession planning coverage for critical roles with documented plans and development progress.
• Advancement in development plans for identified high-potential employees.
• Compliance rates for mandatory training, including HSE, within prescribed deadlines.
• Accuracy and timeliness of LMS records and training completion reports.
• Performance and cost-effectiveness of training providers based on stakeholder satisfaction.
• Stakeholder feedback regarding the relevance and effectiveness of Learning & Development efforts.