Learning & Development Lead

About the role

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.

Responsibilities

• 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.
• Responsibilities include:
• - 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

Skills

• Training Needs Analysis (TNA)
• Learning & Development strategy
• Succession planning
• High-potential talent development
• LMS management
• External training providers management
• Budget management
• Training program design
• Leadership development
• Digital learning
• Learning analytics
• Contract negotiation
• HSE training
• Code of Conduct training
• Coaching and mentoring