Senior Learning Partner

• The role holder acts as the Head of L&D for their assigned business/support domain and plays a role in identifying the existing and future learning needs of the domain in all areas including (personal and Management development and Products, Processes, Systems and Practices for current and future readiness). They construct learning and development plans to equip people with the right capabilities and prepare them well for the work they are assigned to perform. The role holder needs to build and nurture relationships with business managers and collaborate with them to identify and develop learning solutions which will help engage staff, improve performance and build desired culture.

Duties and responsibilities:

• Conduct learning needs analysis to assess their current capabilities and areas of development required to deliver against the organization’s strategy, business restructuring and future plans
• Gather and analyze business data, deep dive to determine drivers of desired performance. Identify learning needs based on business strategies and operations.
• Obtain approval on the learning plans and design from business leadership team.
• Develop customized learning and development strategies, plans and curricula to improve overall workforce capabilities for current and future roles, and to promote self-learning
• Develop learning interventions, methodologies and learning aids.
• Present recommendations in the L&D Program Design Group, obtain the input from members and be a core team member to finalize the design.
• Ensure specs are in place for the design and structure for the domain specific learning interventions. Give required recommendations for the design, development and launch of the program.
• Develop performance improvement solution in association with business and HRBPs
• Equip supervisors and line managers with the skills and tools to mentor, train and provide job coaching.
• Recommend and implement innovative and creative learning and development channels and technology to engage learners and increase the effectiveness of learning and development interventions.
• Implement solution including learning and non-learning interventions
• Ensure project completion, results measurement, and review.
• Drive program and learning content consumption.
• Analyze the participant feedback reports and stakeholder feedback to assess the effectiveness of program delivery.
• Approve programs and courses for learners in domain – subject to financial authority.
• Analyze learning effectiveness evaluation data to derive insights on the effectiveness and return on investment of learning and development programs and recommend improvement actions to improve workforce capabilities.
• Execute L&D roadmap for as per plan
• Implement the yearly roadmap for the programs development that is updated every quarter and obtain approval.
• Implement the yearly calendar by planning for the programs execution as planned.
• Manage the agreed requirement within the stipulated budget.
• Conduct stakeholder analysis and execute stakeholder engagement activities to manage highly influential stakeholders to support learning and change interventions.
• Provide periodic L&D updates and analytics to the business leadership team.
• Feedback and discuss continuing progress with People Managers and Business Heads
• Obtain their suggestions to improve effectiveness.
• Research published material on the management development and the new trends.
• Network with global and regional management development professionals to consider L&D best practices.
• Make specific recommendations to upgrade management development programs to align with the global best practices.

Qualifications:

• Certificate in Instructional Design

Experience, knowledge and skills:

• 7 - 10 years stretch experience in the relevant domain:
• Banking/Financial services/or other industry
• GCC/ME experience
• Line experience in the domain and L&D experience servicing the domain
• Domain specific expert knowledge
• Ability to influence stakeholders