Senior Learning and Talent Specialist

Job Description

Senior Learning and Talent Specialist Middle East, Egypt & Turkey and QualificationsII. POSITION SUMMARYIn response to strategic business demands and MEET capability requirements, support the HR Director MEET and the Learning Leader India and MEET to plan and execute a learning, talent and career development strategy for the MEET Region that enables delivery of the region?s strategic priorities and is in line with AP?s global direction on learning and talent. Ensure that interventions, processes and tools are consistent globally and provide fit for purpose solutions for AP and its JVs. This position is a senior member of the MEET HR community and ensures that the contributions of this role are seamlessly and collaboratively delivered with other HR functions.III. DIMENSIONS:

• Headcount: MEET 1000 employees
• Client groups covered (5): geographies of Saudi Arabia, Oman, UAE, Egypt & Turkey together with Joint Ventures in Saudi Arabia and Oman.
• Key relationships: HR Director MEET, Joint Venture learning and development and HR team, HR Business Partners for GEMTE & IG.
• Whilst the role reports into L&CD leader for the region, the incumbent works closely with the HR Director to ensure alignment of approach across the full HR organization in MEET.
• Level of supervision/guidance required: initial 12 months works under the close supervision of the Learning Leader MEET and India, thereafter expected to jointly determine the learning and talent roadmap for MEET together with the HR Director and Learning Leader. The jobholder is expected to develop their capability over time to a place where they use their own judgement and improvise extensively to address the specific needs of the MEET organization, with referral to the HR Director and the Learning Leader.
• Autonomy: Supports the alignment of annual priorities and plans to the longer-term goals of the business. This is a complex challenge partly because of the highly diverse nature covering a wide range of cultures and disciplines.
• Influence: the job holder is a senior member of the MEET HR community and is expected to provide data driven, timely and objective advice to the HR Director MEET region and the Learning Leader India and MEET. He/she will be expected to stand their ground and challenge the senior team where necessary, as well as provide support.
• Complex Challenges: the job holder works under the guidance of the Learning Leader India and MEET to develop a strategic roadmap for learning across the business. He/she is accountable for executing this strategy through the delivery of OD and learning interventions.
• Team: the jobholder has responsibility for developing a professional community of practice within the region to deliver learning and talent strategy.
• Overall impact: will be expected to provide analysis on the learning, talent and organization development initiatives that will best enable the MEET organization to achieve its growth strategy, and meet agreed business KPIs including EBITDA, and sales targets. These initiatives are expected to cover all employees in all geographies of the MEET organization as well as Joint Ventures.

IV. PRINCIPAL ACCOUNTABILITIESLearning:

1. Together with the Learning Leader India and MEET, identify learning, career and organization development needs at a Regional level in consultation with the HR Director and regional leadership team.

1. Execute learning and career interventions for MEET in partnership with the HR Director and his team, ensuring these are based on clearly defined business needs and metrics and they enable the delivery of the region?s strategic growth agenda.

1. Work in partnership with the business to identify needs, develop learning interventions and deliver these in line with global standards.

1. Together with the Learning Leader India and MEET, identify relevant and appropriate external learning providers for specific MEET learning projects, and work with Purchasing to select, contract and on board the chosen provider.

1. Promote and advocate digital learning and the global soft skills academy (Delphi) with business leaders across theregion.

1. Ensure key learning interventions in MEET are executed by adopting a practitioner role in the following areas:
2. Creating and publishing a Regional Training Calendar
3. Leadership Development

In partnership with the MEET HR team, facilitateleadership development programs and ensure programs are resourced by globally qualified internal facilitators.

1. FETA & CDP

Own, design and facilitate the FETA and CDP training plan by working in partnership withemployees, business and the HR team.

1. Measure the learning effectiveness of learning and development programs in MEET based on a range of metrics including net promoter score, behavior change, skill acquisition etc.

1. Share practice and strengthen collaboration across TCE and the regional HR team, developing synergies between the agendas of the different TCE pillars and HR Partners.

Talent Development:

1. Take full ownership of the talent process, including oversight of FETA candidates on the ground, CDPs, COOPs, and other talent programs for MEET.

1. Ensure that there is a robust process in place to manage MEET talent, working closely with Global COEs and HR OPEX.

1. Identify critical positions across MEET together with the business and support succession planning.

1. Own the delivery of the Saudisation strategy as set by the champion.

1. Support and deliver on Gender diversity agenda and targets for MEET, tracking progress and working with Talent Acquisition on resourcing gaps.

Keyskills :