YOUR ROLE SPECIFICATIONS :

Purpose of the job: Build an infrastructure for learning and a culture of learning across the organization to contribute to individual and business performance

Qualification: Masters Degree in Psychology or Human Resources

Experience: 2 to 3 years of work experience (post-graduation) with part of the experience preferably in the following work areas - Learning & Development, HR Business Partnering

Key responsibility:

The role will have the following main areas of focus:

A) L&D vision, strategies and culture

- Design and implement L&D processes, plans and initiatives in alignment with the L&D Vision & Strategies to build a culture of learning & development

- Ensure partnership and participation from senior leadership across the group to drive a culture of self-directed learning

- Design and manage various learning and development process, policies and plans to be rolled out across the organization

- Identify ways to measure and improve the effectiveness of the L&D ecosystem

B) Learning architecture and infrastructure :

- Create a repository of learning interventions and resources (through networks and partnership with organizations, people and platforms, etc.)

- Leverage cutting edge thinking, technology, benchmarking of best practices, blended learning, adult learning principles to drive learning

- Effectively drive the e-learning agenda (including Learning Management Systems) to drive the learning & development priorities

- Support capability development for the business HR teams across the group

C) Design Learning journeys for focus groups :

- Identify target groups and learning needs for key cohorts to enhance their effectiveness in current role and possible future roles

- Outline a frame of reference for specific interventions

- Design & Implement the programs in partnership with internal stakeholders and external experts

- Measure effectiveness and impact of the programs on the group

Skills Required:

Functional capabilities :

- Strong conceptual depth in learning, motivation and performance

- Good understanding of the landscape of learning - best practices and cutting edge thinking and technology in learning

- Demonstrated understanding of business, department and individual learning needs in learning need identification and learning effectiveness measurement

- Capability for end to end design and implementation of learning processes and interventions - from defining desired capabilities and frameworks, identifying learning needs, designing content and implementing L&D processes and initiatives

- Proficiency in identifying metrics, deploying tools that assess effectiveness of learning programs

Leadership Capabilities :

- Ability to solve problems through understanding of the business context, individual/group profile and learning needs

- Influencing - Ability to work with a diverse operating network across businesses and independently through capability agenda

- Communication and facilitation - Ability to effectively leverage all channels of communication to engage and educate stakeholders to drive the learning agenda

- Project Management, drive and ability to deal with ambiguity