L&D Trainer
Training Needs Analysis & Curriculum Strategy
● Design and conduct periodic company-wide Training Needs Analysis (behavioral & functional).
● Identify capability gaps and translate findings into a prioritized enterprise learning agenda.
● Own curriculum design and redesign for all strategic and leadership programs, working closely with stakeholders who deliver day-to-day sales & product training at all levels.
• Design and implement learning methods (70/20/10, job shadowing, coaching, digital/classroom learning, etc.) appropriate to each audience
Succession Planning & Talent Pipeline – work with Lead OD Rida
● Design and implement a company-wide succession planning framework for critical and key-person roles.
● Identify High-Potential employees (HiPOs) and build Individual Development Plans (IDPs) aligned to departmental objectives. 9 grid box implementations.
• Maintain a talent pipeline dashboard for Director HR & Compliance and Board-level reporting, directly addressing supervisory expectations on key-person risk.
Future Leaders Program & Leadership Development
● Design and roll out TS Future Leaders Program.
● Develop in-house resources/trainers/ through formal training interventions, learning opportunities, professional certifications and coaching.
• Support the readiness of HiPOs for future roles through structured leadership development interventions.
Digital e-Academy & Learning Technology
● Design and implement digital e-Academy, migrating relevant training content to digital/self-paced formats.
● Select and manage learning technology platforms and vendors, in coordination with the Rewards & Digital HR function.
● Ensure digital learning content is accessible and effective across Head Office and other sites.
• Develop and manage the training budget and negotiate vendor contracts.
Learning & Talent Analytics
● Build dashboards and reporting on training completion, effectiveness and return on investment.
● Use people analytics to inform learning priorities, succession decisions and organizational development plans.
• Report periodically to the Board and Director HR on organizational capability and key-person risk.