Strategic L&D Leader, Corporate Functions

The role involves evaluating developmental needs and devising a comprehensive learning strategy with tailored training solutions for Corporate Functions’ staff. It requires proactive research, innovative instructional design, and implementation of effective learning methodologies to optimize performance.

Collaboration with Function Heads and HR Business Partners (HRBPs) is essential to nurture talent pipelines and ensure strategic alignment across functions.

Key Responsibilities:

Strategic Development:

• Partner with Function Heads and HRBPs to formulate an L&D strategy aligned with business goals.
• Design program frameworks, assessments, and career paths that meet business requirements and facilitate group-wide initiatives.

  Market Benchmarking:

• Conduct ongoing research to benchmark market trends, particularly in engagement and learning.
• Ensure internal programs and policies remain competitive and relevant by incorporating industry best practices.
• Implementation and Execution:
• Drive the execution of L&D initiatives across Corporate Functions.
• Monitor and assess the effectiveness of training programs, making adjustments as necessary to enhance outcomes.

Innovation and Creativity:

• Introduce creative approaches and innovative learning methods to improve training efficacy and engagement.
• Continuously explore new technologies and methodologies that enhance learning and development practices.

Collaboration and Communication:

• Foster strong partnerships with stakeholders to understand their needs and deliver tailored solutions.
• Communicate regularly with Function Heads and HRBPs to ensure alignment and gather feedback for continuous improvement.
• Overall, this role plays a critical part in shaping the development and performance enhancement strategies for Corporate Functions through proactive planning, innovative learning solutions, and strategic execution.

Learning & Development Responsibilities:

Assess Learning Needs and Plan:

• Conduct Training Needs Analysis (TNA) to identify learning gaps and develop an annual learning plan.
• Design customized learning programs and implement evaluation measures to gauge program effectiveness.

Utilize Internal and External Resources:

• Leverage internal subject matter experts (SMEs) for designing and conducting training sessions.
• Identify and collaborate with external vendors and partners to deliver high-quality external training programs.

Update and Manage Training Programs:

• Review and update existing training modules to ensure alignment with current business priorities.
• Manage content creation for digital learning resources such as videos, guides, and toolkits.

Budget Management and Reporting:

• Provide guidelines for learning and development budgets, monitor utilization, and deliver regular updates.
• Prepare reports, dashboards, and presentations to keep stakeholders informed with relevant metrics.

Innovative Learning Solutions:

• Recommend creative learning solutions to address business challenges and enhance learning impact.
• Foster a culture of continuous learning by introducing alternative learning methods and initiatives.

Engagement Responsibilities:

Yearly Engagement Roadmap:

• Develop a comprehensive yearly engagement roadmap and oversee its implementation.

Support communication plans to ensure consistent engagement through activities like fun events and town halls.

Collaboration and Branding:

• Work closely with the communications team to design branding materials and employee communications.
• Provide budget guidelines and manage the employee engagement budget effectively.

Event Management:

• Plan, execute, and drive participation for engagement events with support from the HR Business Partner (HRBP) team.
• Ensure events are engaging and contribute positively to employee morale and organizational culture.
• Overall, these responsibilities aim to enhance organizational learning and employee engagement through strategic planning, innovative solutions, and effective collaboration with internal and external stakeholders.