Retail Learning Dev. Director

Roles:

Collaborate closely with the Human Capital Business Partner and REC function executives to ensure development of the function core L&D training needs per seniority level
Recommend content relevant for new Retail technical and non-technical programs, and ensure it is continuously relevant to the MAF vision, culture and terminologies and adhering to the associated needs
Ensure maintaining updates on functional competencies in a regular manner to ensure L&D offerings are always in line with employee’s competencies and business needs
Ensure successful delivery of MAFR career programs, including but not limited to New Hire Orientation, Retail Graduate Program, Department Head Program, Retail Store Manager, Category Management Program, Retail Executive Program and Retail Business Management Program.
Lead and advice on L&D technical gap assessment on an annual process and recommend/develop the L&D agenda resulting from the process and outcome
Oversee and advice on L&D technical frameworks following best practice elements, including but not limited to the related tools, forms, guidelines and policies in line with defined process, procedures and organizational requirements
Oversee the Retail RBS operations and delivery, advising on key capabilities and skillset needed, and ensuring operational metrics are defined with set roadmap, timelines and deliverables
Ensure effective translation of Competency frameworks into L&D offerings
Lead the upskilling program throughout the organization focusing on key operational functions
Co-manage the MAF Retail Competency framework (RCF), by working closely with Capabilities Manager to develop the function core career path and the competency needed per level
Liaise with relevant stakeholders to align talent management projects in line with the Human Capital strategy
Coordinate effectively with all stakeholders to ensure various Programs success
Align with holding L&D team, along with the GS L&D team to ensure programs are communicated and executed at the GS TM level
Ensure regular information exchange with all relevant stakeholders and update them on the acquired knowledge from the assessment analysis
Collaborate with key stakeholders to ensure clarity of the specifications and expectations of the Retail Capabilities and Talent Management function
Audit and Reporting
Prepare MAF Holding presentation for MAF Retail Talent L&D.
Perform regular audit of various processes and databases for the Retail L&D function in order to identify gaps and risks, and propose corrective actions.
Prepare business presentations and reports related to Retail L&D for various stakeholders, on periodic and ad hoc basis as and when required.

L&D Gap analysis
RBS – % of Technical School upskilling for new hire for frontline employees
% satisfaction of L&D Offerings
ROI of the L&D offerings
Instructors utilization
L&D vendor spend

Qualifications
CIPD/SHRM certification is preferred
Bachelor’s Degree in Business Administration with emphasis in Human Resource Management
Master’s Degree in the same field is preferred
12+ years in L&D in an international environment
5+ years in retail business is preferred

Strong business and commercial acumen with an aptitude in decision-making
Excellent project management skills
Strong business communication and presentation skills with proven experience managing executive-level communications
Strong English language skills (Speaking, Reading and Writing) with exceptional business writing, Arabic is a plus
Excellent organizational skills with the ability to prioritize workload; ability to manage multiple projects simultaneously, follow through and meet deadlines
Strong tactical thinking with L&D capabilities, supporting on vision and purpose
Strong leadership and people management capabilities with proven ability to develop strategic relationships with senior leadership stakeholders
Proven ability to develop new ideas, process improvement and innovative solutions