Job description

Role Purpose: 

To define and lead competence development agenda, securing right leadership and competence to achieve the business plan objectives (increase revenues, workforce planning, support performance, increase commercial outcomes) thus building a high level of competencies and capability that will drive the business forward. To support the organisation in identifying and developing Talent with close partnership with business leaders.

Key Role Specific Accountabilities: 

CORE

• To provide strategic support in identifying, developing and positioning of Talent across back office and stores.
• To develop and secure capabilities and leadership by maximising the AL Futtaim Learning Centre (AFLC) offerings and Inter-brand Training College programmes available globally and locally.
• To support the business expansion and growth by leveraging upon the Al Futtaim’s Talent for Growth agenda through a solid and long-term succession plan.
• To identify and implement suggested improvements to Talent and L&D processes through process mapping and review of the activity, in alignment with the Al Futtaim Talent Agenda.

ATTRACT 

• To collaborate with the Al Futtaim Acquisition department in ensuring selection assessment aligns with the business competence and leadership requirements.
• To develop and implement Leadership programmes to support development of potentials and leaders at all levels e.g. Grow with Us Programme.
• To work with Al Futtaim Learning Centre in maximum utilisation of Competence and Leadership offerings e.g. Leaders for Growth, Six Sigma, Frontline Leadership.
• To coordinate closely with HRBPs and business managers in ensuring Succession Plan is in place and individual development plan is created to support brand’s growth and expansion.
• To work in partnership with Al Futtaim Emiratisation in ensuring continued learning and development for Emiratis.

ENGAGE 

• To collaborate with the business to ensure that competent successors are identified in key roles as per the business structure.
• To comply with Al Futtaim Talent Review guidelines in identifying talent on 9 box grid, as well as implementing action plan for successors in critical roles and high risk level.
• To work closely with Store L&Ds and HRBP in ensuring that the Individual Development Plan (IDP) is accordingly implemented and followed through.
• Business partnering with a variety of stakeholders at all levels to secure competence development / learning development agenda delivers to business objectives.
• To provide support to Store L&Ds for efficient utilisation of the Regional Training Levy budget.
• To support leaders to monitor, measure and report on training & development plans of their co-workers and support in recognising achievements made. 
• To collaborate with business partners (AFLC, HRIS) in optimising the use of learning tools and system (IGrow) not only for Learning but for Succession and Development as well.

DEVELOP 

• To support the Al Futtaim Talent Review processes by ensuring that all Employee Profiles are updated, and Line Managers have completed Talent Profiles.
• To support in the development and design of individual development plan for co-worker potentials and ensure alignment with company business plans and strategy.
• To define way of working with agile and assignment driven succession planning for key competences.
• To secure learning in the Business implemented and integrated to support learning on both individual level and organizational level.
• To ensure maximum utilisation of AFLC learning offerings to develop capability and leadership skills.
• To ensure delivery of Inter-brand foundation programmes locally to secure competence at all levels.
• To build competence of department trainers in ensuring effective programme delivery, facilitation and learning approach are applied.

RETAIN

• To evaluate and adapt training & development programmes based on changes that occur in the work environment reflecting the corporate values and leadership competence.
• To support in providing the right development framework to retain UAE Nationals within the workforce.
• To undertake Business Needs Analysis on an annual basis to plan, develop and implement the learning and development strategies across the Region.
• To contribute in the enhancement and development of process and systems for measuring learning in line with short and long term business goals.

ENABLER

• To guide the Store L&Ds in Training Budget Exercise and capture potential costs relating to the annual L&D and Talent Management.
• To support the Al Futtaim Talent for specific projects on Talent Initiatives and Programme.

Skills

Person Specific: 

Education:

Human Resource, Psychology or Business Management Degree. CIPD qualification desirable

Minimum Experience and Knowledge: 

5 years’ experience in a Training with 12 months experience in a Training Management role; 12 months experience as a Store L&D.

Job-Specific/Technical Skills required to complete the tasks: 

Expertise and experience in designing and implementing leadership capability review and development initiatives, competency frameworks, career development, talent management and succession processes. Budget planning, business acumen, communication design, data analysis, planning & coordination, project management, change management, stakeholder management, Talent and L&D operational audits