HR Learning Development

Responsibilities

• Leadership Development : Design, implement, and manage leadership development frameworks and programs to build a strong leadership pipeline across all levels of the organization.
• Succession Planning : Develop and manage company-wide succession planning strategies to identify, assess, and prepare future leaders to ensure business continuity.
• Talent Development Strategy : Lead the development of a comprehensive L&D strategy aligned with organizational goals, focusing on building capabilities, future skills, and growth opportunities for key talent.
• Stakeholder Engagement : Collaborate with senior leaders, HR business partners, and department heads to assess organizational development needs and implement tailored leadership interventions.
• Learning Culture : Promote a learning organization culture by fostering employee engagement in continuous learning, self development, and knowledge sharing.
• Performance Enablement : Partner with the performance management team to integrate leadership behaviors and development planning into the performance review process.
• Coaching and Facilitation : Drive coaching practices and provide guidance to line managers on leadership growth, employee development conversations, and career pathing.
• L&D Policies and Best Practices : Develop, review, and refine policies and procedures related to L&D to ensure compliance with regulatory requirements and alignment with industry best practices.
• Evaluation and Reporting : Establish KPIs and feedback mechanisms to evaluate the impact of leadership development and succession initiatives.

Qualifications

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