Manager/Deputy Manager - Learning & Development - IT/Media

A. Drive learning and development strategy for the entire workforce and be the single point of authority to drives process and accountability related to key leadership development.

B. Review of staff development opportunities - to better prepare candidates for future roles as they get higher maneuver ability to create their own career paths.

C. Support the existent current L&D Framework structure, practices and processes to ensure the right skilled individual, is ready for the required role in line with yearly growth cycle.

D. Ensures that the company's organic Learning plan embraces a diverse internal pool and create an environment where employees are provided opportunities and encourage to develop to their fullest potential via steady access to myriad learning channels.

E. Identifies opportunities to integrate the competency model into L&D framework , E-Learning practices - and make it a part of daily vocabulary.

F. Strengthen management's ability to assess actual development needs through constant liaison with front-line managers and by liaising within the team's current strength to create bespoke interventions for the organization