Description
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 BuildingPartner with business leaders and functional heads to understand current and future capability requirementsConduct structured Training Needs Analysis (TNA) through stakeholder discussions, focus groups, performance observations, employee inputs, assessments and business dataIdentify skill, behavioural and performance gaps and translate them into practical learning prioritiesDevelop learning interventions aligned with company's business objectives, culture and growth plansAct as a trusted learning advisor to senior stakeholders.Learning roadmapEnsure highly engaging and practical learning experiences. Use case studies, simulations, role plays, discussions and real business scenariosBuild a forward-looking learning roadmap that can scale with the organization's growthDevelop role/level-based learning priorities and capability frameworks where requiredEstablish a structured annual/quarterly learning agenda based on business priorities.Periodically review emerging capability requirements arising from business growth and organizational transformations.Design & deliveryCurate high-quality and relevant learning content from internal and external sources for workforce development including senior leadership of the companyDesign customized programs where standard solutions do not adequately address business needsDevelop learning journeys and facilitate workshops, masterclasses and capability-building sessionsDesign and curate highly relevant development interventions for the C-suite and senior leadership teamWhere appropriate, identify and manage specialist executive coaches, leadership facilitators and subject-matter experts for high-impact work.Learning governance & reportingMaintain an accurate learning calendar, engagement and participation trackingTrack learning investments, vendors and program effectiveness, productivity & ROIMaintain records of learning interventions and participant developmentProvide quarterly insights on capability trends and emerging learning priorities including periodic L&D dashboards for senior leadership