Head of Talent and Learning - Dubai, United Arab Emirates - Al-Futtaim

Al-Futtaim
Al-Futtaim
Verified Company
Dubai, United Arab Emirates

1 month ago

Ahmed Al-Mansouri

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Ahmed Al-Mansouri

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Description

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 A"rab 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 organisation 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.


About the Role


We are seeking a highly capable and motivated
Head of Talent & Learning to formulate talent development, leadership development and learning strategy, set and design regional talent development plans to support the overall business deliverables and growth in AFGRE, lead the regional Talent & Learning teams to delivering critical projects for achieving business objectives.


Job Duties

  • Set agile strategy for coping with continuous business requirements and formulizing plans accordingly
  • Maintain a strong and continuous relationship with the business leaders and understand the strategy and updates of each business unit in AFGRE
  • Lead and manage the analysis of what's needed to upskill leadership capabilities as well as the teams/people needs analysis
  • Review, amend and upgrade the needs analysis strategies to stay up to date with the best practices
  • Formulate the overarching L&D Strategy and Operating Model ensuring complete alignment with the latest L&D best practices
  • Oversee and prioritize the learning initiatives and projects based on the business objectives across the divisions and regions
  • Establish strategies to drive a culture of learning, which encourages commitment to personal and professional development, innovation in working practices, and a collaborative approach to problem solving across the organization.
  • L&D Initiatives
  • Align with key business stakeholders to priorities strategic and critical interventions for higher business impact
  • Design the roadmap and guidelines for the key learning projects and lead the team through execution
  • Directly manage, develop and grow the regional L&D managers and their teams to deliver accelerated business results
  • Lead, upgrade and monitor the execution of the recurrent learning interventions
  • Develop and deliver learning interventions for the senior leaders in all of the divisions
  • Align with the group learning and leadership development
  • Support the HR team with guidance and learning opportunities
  • Design and lead the implementation of the business academy on the regional level each year
  • Establish systematic data collection and analysis strategies to track the return on impact of talent development activities through the measurement of indications of organizational success (e.g., )
  • Consular for business key stakeholders by provide high value strategic business insights for decision making through developing and maintaining an L&D dashboard that shows meaningful data and insights
  • Execute data driven initiatives to increase engagement with learning interventions by adopting a learnercentric approach
  • Set agile, futureproofed and blended talent management strategy to support the organization meeting its overarching objectives.
  • Design and lead the strategy implementation plans through the regional teams.
  • Oversee the talent management program to establish career pathways, cultivate leadership capacity, and ensure retention of high performers through access to personal development opportunities such as coaching and mentoring, networking and talent rotation.
  • Develop strategies to maintain talent pools and pipelines offering clear routes of progression to support high performers in remaining creative, energized, engaged, and motivated.
  • Collaborate and counsel senior leaders and key stakeholders to implement and maintain a systematic approach to all phases of talent management such as succession management, assessment, critical roles, leadership development etc. and collaborate with the HRBPs in the implementation phase
  • Design strategies for the integration of resourcing, learning and development, engagement, diversity and inclusion, performance, and talent management strategies to optimize alignment and mutual reinforcement
  • Develop employee assessment strategies to provide the context on how assessments should be used and what their intended purpose is within the different divisions and regions
  • Align with the Group Talent Management Lead to maximize the benefits for the talent pool in AFGRE
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