1. JOB DETAILS
Position Title: Senior Manager – Learning and Development
Reports to: Head of HR
Division: Support Services – Human Resources
Department: Human Resources Department
2. POSITION SUMMARY
The Senior Manager – Learning and Development leads the strategy and execution of enterprise-wide learning and capability building across corporate and frontline workforce segments. The role establishes and drives a centralized L&D Centre of Excellence, aligning learning initiatives with business priorities across Wasl and Viya operations.
Combining strategic leadership with hands-on delivery, the role designs scalable learning solutions, strengthens leadership capability, and enhances frontline performance, while partnering with business leaders and HR Business Partners to embed a culture of continuous learning.
3. KEY RESPONSIBILITIES AND PERFORMANCE STANDARDS
Key Accountabilities
• Define and implement the enterprise Learning and Development strategy aligned with organizational goals and future workforce needs
• Establish and lead the L&D Centre of Excellence, including governance frameworks, policies, and standards
• Develop enterprise-wide competency frameworks and capability-building roadmaps across corporate and frontline populations
• Drive a culture of continuous learning, embedding development into the employee lifecycle
• Design and deploy blended learning solutions (digital, experiential, instructor-led) across leadership, functional, and frontline roles
• Develop scalable learning journeys tailored to diverse workforce segments, including large frontline teams in leisure, entertainment, hospitality, and F&B environments
• Ensure alignment of learning interventions with business performance outcomes and customer experience standards
• Design and implement leadership development frameworks and programs to build leadership capability and pipeline
• Support talent development initiatives including high-potential programs and development-driven succession readiness
• Lead development-focused Emiratization initiatives through structured learning pathways for national talent
• Develop and implement structured training frameworks for high-volume frontline workforce, focusing on service excellence and operational capability
• Partner with business stakeholders to standardize training approaches across golf, leisure, and F&B operations
• Partner with senior leaders and HR Business Partners to identify capability gaps and align learning priorities
• Provide expert advisory on learning strategy, workforce capability, and organizational development needs
• Oversee Learning Management Systems (LMS) and digital learning platforms to enhance accessibility and engagement
• Drive data-driven decision-making through learning analytics, impact measurement, and continuous improvement
• Manage external vendors and partners to deliver high-quality, cost-effective learning solutions
• Oversee key programs such as national development initiatives, internship programs, and recognition platforms from a development perspective
• Ensure effective governance, quality assurance, and continuous enhancement of all learning programs
4. KEY TECHNICAL SKILLS AND COMPETENCY LEVELS
Competency
Description
Proficiency Level
Learning Strategy & COE Leadership
Define and lead enterprise L&D strategy and governance frameworks
Advanced
Learning Program Design & Facilitation
Design and deliver impactful, scalable learning interventions
Advanced
Frontline Workforce Development
Build capability frameworks for high-volume operational environments
Advanced
Leadership Development
Develop leadership pipelines and capability programs
Advanced
Learning Technology & Digital Enablement
Leverage LMS and digital tools to scale learning
Advanced
Data-Driven Learning & Analytics
Measure effectiveness and drive continuous improvement
Intermediate
Stakeholder Management & Influence
Partner with senior leaders and align learning priorities
Advanced
Vendor & Partnership Management
Manage external providers to deliver value-driven solutions
Intermediate
5. COMMUNICATIONS AND WORKING RELATIONSHIPS
Internal:
Senior Leadership Team, Department Heads, HR Business Partners, Line Managers, Employees
External:
Learning Providers, Consultants, Educational Institutions, Training Vendors
6. CONTEXT, WORK ENVIRONMENT AND DECISION-MAKING AUTHORITY
Operates within a complex, multi-entity environment requiring balance between strategic direction and operational execution. The role supports both corporate functions and a large, frontline workforce across golf, leisure, and F&B operations. Holds decision-making authority over L&D strategy, frameworks, program design, and vendor selection within overall HR governance.
7. FINANCIAL RESPONSIBILITIES AND ACCOUNTABILITIES
Manages the Learning and Development budget across both entities, ensuring cost-effective delivery and measurable impact. Responsible for vendor management, financial oversight, and program ROI.
8. SELECTION CRITERIA
Qualifications and Experience (Essential):
• Bachelor’s degree in Human Resources, Organizational Development, Psychology, or related field
• 7–10 years of experience, with 3–5 years in a managerial role in Learning and Development, Talent Development, or related area
• Proven experience in building and scaling L&D functions or COEs
• Experience working with large, frontline-heavy workforces (e.g., Real estate, hospitality, retail, leisure & entertainment)
• Strong expertise in learning strategy, program design, stakeholder management, and digital learning
Desirable:
• Professional certifications (e.g., CIPD, SHRM, ATD)
• Experience in the UAE or GCC region
• Exposure to Emiratization development initiatives
• Familiarity with LMS platforms and learning analytics tools
Note:
This job description provides a broad indication of the role and responsibilities of the position. The position holder may be required to perform additional tasks and responsibilities not listed here, in line with organizational needs and evolving business priorities.
