PURPOSE OF THE ROLE:
Partner with the management of the company to build capability across functions- not simply through training programs, but through targeted learning interventions that translate into stronger individual and organizational performance and help the company achieve its strategic priorities.
KEY RESPONSIBILITIES:
Needs Analysis & Capability Building
Partner with business leaders and functional heads to understand current and future capability requirements
Conduct structured Training Needs Analysis (TNA) through stakeholder discussions, focus groups, performance observations, employee inputs, assessments and business data
Identify skill, behavioural and performance gaps and translate them into practical learning priorities
Develop learning interventions aligned with company's business objectives, culture and growth plans
Act as a trusted learning advisor to senior stakeholders.
Learning roadmap
Ensure highly engaging and practical learning experiences. Use case studies, simulations, role plays, discussions and real business scenarios
Build a forward-looking learning roadmap that can scale with the organization's growth
Develop role/level-based learning priorities and capability frameworks where required
Establish a structured annual/quarterly learning agenda based on business priorities.
Periodically review emerging capability requirements arising from business growth and organizational transformations.
Design & delivery
Curate high-quality and relevant learning content from internal and external sources for workforce development including senior leadership of the company
Design customized programs where standard solutions do not adequately address business needs
Develop learning journeys and facilitate workshops, masterclasses and capability-building sessions
Design and curate highly relevant development interventions for the C-suite and senior leadership team
Where appropriate, identify and manage specialist executive coaches, leadership facilitators and subject-matter experts for high-impact work.
Learning governance & reporting
Maintain an accurate learning calendar, engagement and participation tracking
Track learning investments, vendors and program effectiveness, productivity & ROI
Maintain records of learning interventions and participant development
Provide quarterly insights on capability trends and emerging learning priorities including periodic L&D dashboards for senior leadership
Desired Candidate Profile
Masters or bachelors degree in Human resources, Organizational psychology or a related discipline
Relevant certifications in L&D, coaching, organizational development, leadership development or psychometrics would be advantageous
12+ years of core experience in corporate L&D, leadership development, talent development, organizational development or learning consulting
Strong experience in designing enterprise-level learning strategies and managing org-wide calendars
Demonstrated experience working with C-suite and senior leadership teams
Experience in a high-growth, entrepreneurial or transformation environment is strongly preferred
Consulting, leadership advisory or external L&D consulting experience is desirable.
Part-time arrangements can be considered in agreement with CHRO and to be based on agreed schedule and working hours needed to achieve the desired outcomes.