Learning & Development Lead

Lead Learning & Development initiatives across the Holding Company and its subsidiaries, aligning learning strategies with business objectives and operational needs. Drive employee capability development, succession planning, and high-potential talent development while overseeing training programs, external providers, and the Learning Management System (LMS) to enhance workforce performance and organizational effectiveness.

Requirements

• Develop and implement the Group-wide Learning & Development strategy and annual training plan in alignment with business objectives and subsidiary requirements.
• Conduct Training Needs Analysis (TNA) in collaboration with HR and business leaders to identify competency gaps and prioritize learning initiatives.
• Design and coordinate learning solutions for corporate, sales, aftersales, service, and technical teams, including leadership, digital learning, and professional development programs.
• Support succession planning by identifying critical positions, assessing successor readiness, and developing Individual Development Plans (IDPs) for successors and high-potential employees.
• Manage external training providers and consultants, including evaluating proposals, negotiating services and costs, and ensuring training quality and value for money.
• Oversee the LMS, ensuring effective utilization, up-to-date learning content, accurate training records, and monitoring of training completion.
• Coordinate mandatory training, including Health, Safety & Environment (HSE) and Code of Conduct, with relevant departments and monitor compliance across the Group.
• Manage the training budget and evaluate training effectiveness through assessments, participant feedback, workplace application, and relevant performance indicators.
• Prepare regular reports on training delivery, competency development, talent initiatives, budget utilization, and learning outcomes.
• Promote continuous learning through coaching, mentoring, knowledge sharing, and blended learning initiatives across the Holding Company and its subsidiaries.

Qualifications and Experience

• Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or a related field; relevant professional certifications such as CIPD or CPTD are an advantage.
• Minimum of 6 years of relevant experience in Learning & Development, Training, or Talent Development.
• Experience managing training and development initiatives across a holding company, group of companies, or multiple business units.
• Proven experience in TNA, annual training planning, succession planning, and high-potential talent development.
• Hands-on experience managing an LMS, external training providers, and training budgets.

Required Skills and Competencies

• Excellent written and spoken communication skills in both Arabic and English.
• Strong persuasion, negotiation, influencing, and stakeholder management skills, particularly when dealing with external training providers.
• Strong knowledge of training needs analysis, learning principles, training methodologies, and learning evaluation.
• Ability to develop talent, support succession planning, and translate business needs into practical learning solutions.
• Proficiency in LMS platforms, learning analytics, reporting, and training effectiveness evaluation.
• Strong planning, project management, organizational, and problem-solving skills.
• Ability to manage multiple priorities and collaborate effectively across different companies and departments.

Key Performance Indicators

• Annual Training Plan Delivery: Percentage of planned training programs completed within the approved timeframe and budget.
• Training Effectiveness: Measurable improvement in targeted employee competencies and application of learning in the workplace.
• Succession Planning Coverage: Percentage of identified critical positions with documented succession plans and development actions.
• High-Potential Talent Development: Progress against approved development plans for identified high-potential employees.
• Mandatory Training Compliance: Percentage of employees completing assigned HSE and other mandatory training within the required timeframe.
• LMS Performance: Accuracy of learning records and timely reporting of training completion.
• Training Provider Performance: Provider quality, stakeholder satisfaction, and cost-effectiveness.
• Stakeholder Satisfaction: Feedback from employees, managers, and business leaders on the relevance and effectiveness of L&D initiatives.