Organisational, Learning & Development Manager
Samsung, United Arab Emirates
Job Description
Role and Responsibilities
As a key pillar of the HR team, you will provide a comprehensive development and training service to the business, Leadership Development and Talent Management; Equality and Diversity Management; Development and Skills training to include:
Supporting the achievement of business goals by partnering with and providing consulting to the business when identifying organisational, learning and development opportunities and solutions.
Prioritising budget execution based on the accurate understating of the business to maximise OD/L&D capability and its effectiveness on the business.
Identifying and implementing OD/ L&D resources and best practices.
Core Responsibilities:
Learning and Development
Planning and L&D strategy: Support HR Director to drive the establishment of L&D strategy, annual operational plans, budget allocation, and KPIs aligned to the business objectives and organisational competencies. Conducting training needs analysis using both structured and informal methods to identify current and future developmental needs as the individual and corporate level.
Conceptualising innovative and flexible methods to address the developmental and capacity building needs identified, including identification of external training programs and conferences, the design and delivery of in-house training sessions, enrolment in online learning programs, mentoring, self-learning, and other methods as appropriate.
Driving and facilitating the implementation of the L&D Plan to ensure smooth execution with effective outcomes; providing thought leadership around program design and delivery.
Establishing and operating L&D infrastructures and policies: Promote strategies for knowledge management, social learning initiatives/ programmes, and acceleration of plans for building a learning culture.
Planning and managing projects: oversee project planning, management of stakeholders, project execution and process review.
Competency Assessment and L&D effectiveness evaluation: Drive evaluating learning solutions and projects, competency assessment.
Career Framework Design: Design and implementation of Career frameworks in line with competency achievement.
To embed talent management and succession planning and to coordinate the contributions of key stakeholders to ensure effective implementation
Organizing the New Hire Orientation programme to enable easy settling-in and acculturalization of new joiners.
Organisational Development
To design and deliver OD and change management strategies, processes and interventions that support a high performing organisation; to include initiatives which foster a high performance culture, promoting learning, continuous improvement and diversity.
To support specific performance improvement initiatives, eg through the implementation of a new behavioural competency framework and 360 degree feedback process.
To commission and manage additional internal or external resources as and when required in order to ensure cost-effective delivery of agreed OD initiatives in support of engagement plans.
Support with the design career frameworks, jobs and roles, mapped to existing competency models to aid in the selection and transition of employees.
Support organizational development and change based on the business strategy: Including design and delivery of change management interventions; coaching of employees leading change; development of change agent network across the business units; support the further development of the strategic people objectives to a) be a continuously improving learning organisation and b) create an engaging work environment for all employees.
Job Specification
Skills and Qualifications
University degree
CIPD qualified
Masters in HR (preferred)
Coaching Certification (preferred)
MBTI certification/ Experience (preferred)
Experience:
8 years’ + relevant experience working closely with business stakeholders.
Proven success in design and execution of L&D strategy in line with business plan priorities.
Experience in project and change management.
Experience working with Learning Management Information Systems.
Experience with L&D KPI implementation and tracking.
Results oriented and able to facilitate change that benefits the organisation and its goals.
Significant experience of designing and implementing interventions supporting culture change.
Proven experience of designing and implementing L&D/OD interventions. The ability to identify implications of strategic plans and respond with appropriate OD interventions and solutions.
Experience of developing blended learning solutions including training, facilitation, e-learning and coaching.
Proven experience of L&D/OD policy development and implementation.
Experience of raising employee engagement and changing culture.
Ability to plan and deliver complex events and programmes of training and development.
A thorough understanding of the issues that impact on organisational culture, values and performance and emerging and new practices.