To lead the Learning and Development (L&D) strategy with a focus on fostering a culture of continuous growth and innovation.
This role ensures that learning initiatives align with business objectives, enable employee development, and drive organizational success through career growth, leadership capabilities, and multi-disciplinary skill-building.
This role is ideal for a forward-thinking L&D leader who thrives on driving meaningful change, fostering employee growth, and ensuring that learning is a strategic lever for business success.
Scope:
Design strategies to enable continuous growth and relevance of our colleagues in the market.
Cultivate leadership at all levels, fostering growth mindsets and equipping leaders with the skills to mentor and develop their teams.
Drive the adoption of cutting-edge technologies, methodologies and platforms to enhance learning outcomes.
Build an environment that encourages mentoring, knowledge-sharing, and talent mobility.
Key Responsibilities Strategic Leadership:
Develop and implement an L&D strategy aligned with organizational goals and growth priorities.
Partner with business leaders to identify learning needs and embed learning into key business processes.
Collaborate with Purpose and People teams to align learning programs with people, culture, and engagement initiatives.
Program Design and Delivery:
Oversee the creation of career growth programs, capability academies, and leadership development initiatives.
Leverage data-driven insights to design relevant and impactful learning experiences.
Technology and Innovation:
Evaluate and implement emerging technologies like Learning Experience Platforms (LXPs), skills taxonomies, and talent marketplaces.
Foster a "learning in the flow of work" approach by leveraging micro-learning and other innovative strategies.
Culture Building:
Advocate for a culture of learning, collaboration, and growth.
Promote cross-functional skill-building and talent mobility to enable adaptability and innovation.
Measurement and Impact:
Establish metrics to evaluate the effectiveness of L&D initiatives.
Report on the impact of learning programs on employee engagement, performance, and business outcomes.
Budget Management:
Manage the global L&D budget efficiently, ensuring that resources are allocated effectively to support strategic L&D goals and initiatives.
Deploy cost-effective strategies and provide high quality and impact of learning programs.
Attributes/ Technical Skills:
Strategic Vision: Ability to craft and drive a forward-thinking L&D strategy that supports organizational growth.
Innovative Mindset: Passion for experimenting with and adopting new learning technologies and practices.
Leadership Excellence: Proven ability to inspire, coach, and influence teams and stakeholders.
Analytical Capability: Skilled in using data and insights to drive decision-making and demonstrate ROI.
Collaboration Skills: Strong ability to work across functions and build partnerships within and outside the organization.
Learning Platform Technology Proficiency: Experience with modern learning platforms (e.g., LXPs, LMS) and knowledge of emerging L&D tools.
Relevant Experience Experience in Learning and Development:
10+ years of progressive experience in L&D leadership roles, with a strong understanding of adult learning principles and corporate training practices.
Proven Track Record in Growth Initiatives: Demonstrated success in designing and implementing career development and leadership programs.
Innovation in Learning: Familiarity with learning trends, including skills taxonomies, talent marketplace, capability academies, and talent mobility strategies.
Change Management: Expertise in leading learning transformations within complex organizations.
Education and Professional Qualification
Extensive knowledge and understanding of learning trends ideally supported by specialized training or certifications within the field.
Proven experience working in diverse global markets, demonstrating cultural awareness and the ability to lead in a fast-paced environment
