Learning and Development Team Lead

Job Purpose

The Learning & Development Team Lead is responsible for leading the day-to-day delivery of learning and development initiatives across PSI while supporting the development, performance, and consistency of employees.

The role will supervise the L&D team, coordinate training programs, support onboarding and continuous development initiatives, and ensure training activities are practical, engaging, measurable, and aligned with PSI's business requirements.

The Team Lead will work closely with department heads, managers, trainers, HR, and other stakeholders to identify development needs and ensure employees receive the knowledge, skills, and support required to perform effectively.

Key Responsibilities

Learning & Development Leadership

• Lead, guide, and support the Learning & Development team in the planning and delivery of training initiatives.
• Manage daily L&D activities, priorities, schedules, and team responsibilities.
• Coach and develop trainers and L&D team members to improve training quality and facilitation standards.
• Ensure consistent delivery of training programs across departments and business units.
• Monitor team performance and provide regular feedback, coaching, and development support.
• Act as the main point of coordination between the L&D team, employees, managers, and department heads.

Training Needs Analysis

• Work closely with department heads and managers to identify individual, team, and organizational training needs.
• Conduct training needs assessments using performance data, employee feedback, manager recommendations, observations, and business requirements.
• Identify performance or knowledge gaps and recommend appropriate learning solutions.
• Prioritize development requirements based on business impact and operational needs.
• Regularly review training requirements as roles, processes, systems, and business priorities change.

Training Program Development

• Support the design and development of structured learning programs, training modules, workshops, presentations, assessments, and learning materials.
• Develop practical training content that reflects PSI processes, service standards, company expectations, and employee development requirements.
• Review existing learning materials regularly and update content when business processes or requirements change.
• Ensure training materials are clear, accurate, relevant, and suitable for the intended audience.
• Introduce different learning approaches such as classroom training, workshops, role-playing, coaching, case studies, simulations, e-learning, and on-the-job learning.

Training Delivery

• Deliver professional and engaging training sessions when required.
• Facilitate onboarding, induction, behavioral, soft skills, leadership, customer service, communication, and other development programs.
• Support functional and department-specific training in coordination with subject matter experts.
• Ensure participants understand learning objectives and can apply the training in their roles.
• Maintain high standards of presentation, facilitation, communication, and participant engagement.

New Employee Onboarding

• Coordinate with HR, Talent Acquisition, department heads, and relevant teams to ensure effective onboarding of new employees.
• Support the development and continuous improvement of PSI's induction and onboarding programs.
• Ensure new employees receive appropriate company orientation, role-related learning, policies, systems knowledge, and required training.
• Monitor onboarding progress and gather feedback from new employees and managers.
• Identify opportunities to improve the new joiner learning experience.

Performance and Employee Development

• Support managers in identifying employee development opportunities and performance improvement needs.
• Recommend appropriate training, coaching, mentoring, or development interventions.
• Support individual development plans where required.
• Assist in creating career development and progression programs for employees.
• Contribute to leadership and management development initiatives.
• Support high-potential employee development and succession planning activities when required.

Training Evaluation and Reporting

• Measure the effectiveness of training programs using assessments, participant feedback, performance indicators, manager feedback, and post-training evaluation.
• Monitor training attendance, completion rates, assessment results, and employee development progress.
• Prepare regular L&D reports and presentations for management.
• Track learning KPIs and identify areas requiring improvement.
• Evaluate whether training has resulted in measurable improvement in knowledge, behavior, performance, or productivity.
• Recommend changes to programs based on evaluation results.

Learning Management and Documentation

• Maintain accurate training records, attendance reports, learning histories, assessments, certificates, and related documentation.
• Support the administration and maintenance of the Learning Management System or other training platforms used by PSI.
• Ensure employee training records are complete and up to date.
• Maintain organized learning calendars, training schedules, and program documentation.
• Ensure confidentiality and proper handling of employee information.

Stakeholder Management

• Build effective working relationships with department heads, managers, HR teams, employees, and internal subject matter experts.
• Coordinate with stakeholders regarding training requirements, schedules, attendance, and development priorities.
• Provide professional advice to managers regarding learning and development matters.
• Manage expectations and ensure agreed training initiatives are delivered within required timelines.
• Support cross-functional projects involving employee development, engagement, performance, or organizational improvement.

Continuous Improvement

• Regularly review the effectiveness of PSI's learning and development practices.
• Research relevant learning methods, training techniques, and industry practices.
• Recommend improvements to training processes, materials, delivery methods, and employee development programs.
• Encourage a culture of continuous learning, knowledge sharing, coaching, and professional development.
• Support new L&D initiatives introduced as the organization continues to grow.

Key Performance Indicators

Performance may be measured through:

• Training completion rates
• Employee participation and attendance
• Training evaluation scores
• Assessment and knowledge retention results
• Improvement in post-training employee performance
• New employee onboarding completion
• Stakeholder satisfaction
• Training calendar completion
• L&D team performance
• Quality and accuracy of training materials
• Timeliness of L&D reporting
• Employee development progress
• Effectiveness of training interventions

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Education, Psychology, Organizational Development, or a related field.
• Professional qualification or certification in Learning & Development, Training, HR, Coaching, or Facilitation is an advantage.
• Strong knowledge of adult learning principles and employee development practices.

Experience

• Minimum 4 to 6 years of experience in Learning & Development, Training, Talent Development, or a related HR function.
• At least 1 to 2 years of experience in a supervisory, senior trainer, team lead, or similar role.
• Experience designing and delivering training programs for different employee levels.
• Experience conducting training needs analysis and evaluating training effectiveness.
• Experience within real estate, sales-driven, hospitality, customer service, or fast-paced corporate environments is an advantage.
• UAE experience is preferred.

Skills and Competencies

• Strong leadership and people management skills
• Excellent training and facilitation skills
• Strong presentation and public speaking ability
• Coaching and mentoring skills
• Training needs analysis
• Learning program design
• Employee development
• Performance improvement
• Stakeholder management
• Planning and organization
• Strong written and verbal communication
• Problem-solving and decision-making
• Training evaluation and reporting
• Strong attention to detail
• Ability to manage multiple training activities and deadlines
• Ability to work effectively with employees at different levels
• Strong Microsoft PowerPoint, Excel, Word, and presentation development skills
• Familiarity with Learning Management Systems is an advantage

Behavioral Competencies

The successful candidate should demonstrate:

• Leadership and accountability
• Confidence and professionalism
• Strong interpersonal skills
• A supportive coaching approach
• Adaptability
• Initiative
• Collaboration
• Strong organization
• Employee-focused thinking
• Continuous improvement mindset
• Ability to influence and engage others
• Ability to remain organized and effective in a fast-paced environment

Role Expectations

The Learning & Development Team Lead is expected to take ownership of assigned L&D activities from planning through delivery and evaluation. The role requires someone who can lead a team while remaining actively involved in training delivery, employee development, stakeholder coordination, and continuous improvement.

The successful candidate should be comfortable working in a fast-paced environment and capable of translating business needs into practical learning solutions that support employee performance and PSI's organizational goals.

Work Location: In person