Job Profile Summary

The Senior L&D Manager leads enterprise learning and development frameworks, ensuring capability-building initiatives are aligned to business priorities, leadership requirements, and workforce strategy. Owns learning design standards and governance, translating capability gaps into structured development interventions.

Job Responsibilities

1- Enterprise Learning Strategy & Capability Stewardship

Lead and develop the L&D team, strengthening capability, accountability, and collaboration.
Embed best practices and continuous improvement, ensuring learning standards evolve in line with industry benchmarks and organizational needs.
Build strong stakeholder partnerships to ensure learning initiatives remain strategically aligned and business relevant.

2- Leadership Development Ownership:

Lead the end-to-end design and delivery of leadership training while the function-specific trainings will be owned by the business.

3- Learning Needs Analysis:

Partner with HRBPs and business leaders to identify enterprise capability gaps.
Translate workforce strategy into prioritized learning interventions.
Establish enterprise standards for capability assessment methodologies.

4- Program Design & Content Development:

Design scalable enterprise learning programs and leadership curricula.
Define content architecture and learning pathways across job families.
Ensure alignment of learning design with performance and talent priorities.

5- Program Delivery & Evaluation:

Oversee rollout of enterprise programs across BUs and geographies.
Define evaluation frameworks to measure learning effectiveness and ROI.
Drive continuous improvement based on impact assessment outcomes.

6- Sharing Actionable Learning Insights with Business:

Provide HRBPs and leadership with data-driven learning insights.
Highlight capability risks and recommend targeted development actions.
Align learning outcomes with workforce and succession priorities.

7- IDP Framework & Guidelines:

Define enterprise IDP standards, governance, and quality benchmarks.
Ensure alignment between IDPs, performance reviews, and talent strategy.
Monitor enterprise adherence to development planning principles.

Education: Bachelor's degree in HR, Organizational Development, Business or any related discipline.

Experience: 8+ years of experience, with 5+ years at leadership capacity in L&D or Talent Management, including enterprise-wide capability frameworks.

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