Learning & Development Manager | Retail | UAE

Job Requisition ID: 179925 Established in the 1930s as a trading business, Al-Futtaim Group today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United Arab Emirates. Structured into five operating divisions; automotive, financial services, real estate, retail and healthcare; employing more than 35,000 employees across more than 20 countries in the Middle East, Asia and Africa, Al-Futtaim Group partners with over 200 of the world's most admired and innovative brands. Al-Futtaim Group’s entrepreneurship and relentless customer focus enables the organization to continue to grow and expand; responding to the changing needs of our customers within the societies in which we operate. By upholding our values of respect, excellence, collaboration and integrity; Al-Futtaim Group continues to enrich the lives and aspirations of our customers each and every day Role Purpose: To define and lead competence development agenda, securing right leadership and competence to achieve the business plan objectives (increase revenues, workforce planning, support performance, increase commercial outcomes) thus building a high level of competencies and capability that will drive the business forward. To support the organisation in identifying and developing Talent with close partnership with business leaders. Key Role Specific Accountabilities: CORE - To provide strategic support in identifying, developing and positioning of Talent across back office and stores. - To develop and secure capabilities and leadership by maximising the AL Futtaim Learning Centre (AFLC) offerings and Inter-brand Training College programmes available globally and locally. - To support the business expansion and growth by leveraging upon the Al Futtaim’s Talent for Growth agenda through a solid and long-term succession plan. - To identify and implement suggested improvements to Talent and L&D processes through process mapping and review of the activity, in alignment with the Al Futtaim Talent Agenda. ATTRACT - To collaborate with the Al Futtaim Acquisition department in ensuring selection assessment aligns with the business competence and leadership requirements. - To develop and implement Leadership programmes to support development of potentials and leaders at all levels e.g. Grow with Us Programme. - To work with Al Futtaim Learning Centre in maximum utilisation of Competence and Leadership offerings e.g. Leaders for Growth, Six Sigma, Frontline Leadership. - To coordinate closely with HRBPs and business managers in ensuring Succession Plan is in place and individual development plan is created to support brand’s growth and expansion. - To work in partnership with Al Futtaim Emiratisation in ensuring continued learning and development for Emiratis. ENGAGE - To collaborate with the business to ensure that competent successors are identified in key roles as per the business structure. - To comply with Al Futtaim Talent Review guidelines in identifying talent on 9 box grid, as well as implementing action plan for successors in critical roles and high risk level. - To work closely with Store L&Ds and HRBP in ensuring that the Individual Development Plan (IDP) is accordingly implemented and followed through. - Business partnering with a variety of stakeholders at all levels to secure competence development / learning development agenda delivers to business objectives. - To provide support to Store L&Ds for efficient utilisation of the Regional Training Levy budget. - To support leaders to monitor, measure and report on training & development plans of their co-workers and support in recognising achievements made. - To collaborate with business partners (AFLC, HRIS) in optimising the use of learning tools and system (IGrow) not only for Learning but for Succession and Development as well. DEVELOP - To support the Al Futtaim Talent Review processes by ensuring that all Employee Profiles are updated, and Line Managers have completed Talent Profiles. - To support in the development and design of individual development plan for co-worker potentials and ensure alignment with company business plans and strategy. - To define way of working with agile and assignment driven succession planning for key competences. - To secure learning in the Business implemented and integrated to support learning on both individual level and organizational level. - To ensure maximum utilisation of AFLC learning offerings to develop capability and leadership skills. - To ensure delivery of Inter-brand foundation programmes locally to secure competence at all levels. - To build competence of department trainers in ensuring effective programme delivery, facilitation and learning approach are applied. RETAIN - To evaluate and adapt training & development programmes based on changes that occur in the work environment reflecting the corporate values and leadership competence.

CORE: Provide strategic support in identifying, developing and positioning of Talent across back office and stores; develop and secure capabilities and leadership by maximizing the AFLC offerings and Inter-brand Training College programmes; support business expansion and growth through succession planning; identify and implement improvements to Talent and L&D processes aligned with the Al Futtaim Talent Agenda. ATTRACT: Collaborate with Acquisition to ensure selection assessments align with competence and leadership requirements; develop and implement Leadership programmes; maximize utilization of AFLC learning offerings (Leaders for Growth, Six Sigma, Frontline Leadership); coordinate with HRBPs and managers to ensure Succession Plans and Individual Development Plans; partner with Emiratisation for continued learning. ENGAGE: Identify competent successors in key roles; comply with Talent Review guidelines (9-box grid) and implement action plans; work with Store L&Ds and HRBPs to implement IDPs; partner with stakeholders to deliver competence development aligned to business objectives; support Regional Training Levy budgeting; monitor and report training plans; collaborate with AFLC, HRIS to optimize learning tools (IGrow) for Learning, Succession and Development. DEVELOP: Support Talent Review processes by updating Employee Profiles; design and develop Individual Development Plans; implement agile and assignment-driven succession planning; ensure learning is integrated at individual and organizational levels; maximize AFLC offerings for leadership development; deliver Inter-brand foundation programmes; build trainer capability for effective programme delivery. RETAIN: Evaluate and adapt training and development programmes in response to work environment changes and corporate values.