Learning & Development Lead

Confidential Company; Dubai; On-site; AED 600,000 - 900,000; Full time

Job summary

Confidential Company in Dubai is seeking a senior Learning & Development leader to partner with the management team to build capability across functions. The role focuses on translating learning into tangible performance improvements and designing enterprise-level strategies.

The candidate will work with C-suite and senior leaders in a high-growth environment, shaping learning roadmaps, governance, and ROI tracking to drive organizational growth and capability alignment.

Qualifications

• Masters or bachelors degree in Human resources, Organizational psychology or a related discipline.
• Relevant certifications in L&D, coaching, organizational development or psychometrics would be advantageous.
• 12+ years of core experience in corporate L&D, leadership development, talent development, organizational development or learning consulting.
• Strong experience in designing enterprise-level learning strategies and managing org-wide calendars.
• Demonstrated experience working with C-suite and senior leadership teams.
• Experience in a high-growth, entrepreneurial or transformation environment is strongly preferred.
• Consulting, leadership advisory or external L&D consulting experience is desirable.
• Part-time arrangements can be considered in agreement with CHRO and to be based on agreed schedule and working hours needed to achieve the desired outcomes.

Responsibilities

• Partner with business leaders and functional heads to understand current and future capability requirements.
• Conduct structured Training Needs Analysis (TNA) through stakeholder discussions, focus groups, performance observations, employee inputs, assessments and business data.
• Identify skill, behavioural and performance gaps and translate them into practical learning priorities.
• Develop learning interventions aligned with company's business objectives, culture and growth plans.
• Act as a trusted learning advisor to senior stakeholders.
• Ensure highly engaging and practical learning experiences using case studies, simulations, role plays and real business scenarios.
• Build a forward-looking learning roadmap that can scale with the organization's growth.
• Develop role/level-based learning priorities and capability frameworks where required.
• Establish a structured annual/quarterly learning agenda based on business priorities.
• Periodically review emerging capability requirements arising from business growth and organizational transformations.
• Curate high-quality and relevant learning content from internal and external sources for workforce development including senior leadership.
• Design customized programs where standard solutions do not adequately address business needs.
• Develop learning journeys and facilitate workshops, masterclasses and capability-building sessions.
• Design and curate highly relevant development interventions for the C-suite and senior leadership team.
• Where appropriate, identify and manage specialist executive coaches, leadership facilitators and subject-matter experts for high-impact work.
• Maintain an accurate learning calendar, engagement and participation tracking.
• Track learning investments, vendors and program effectiveness, productivity & ROI.
• Maintain records of learning interventions and participant development.
• Provide quarterly insights on capability trends and emerging learning priorities including periodic L&D dashboards for senior leadership.

Skills

Stakeholder management

Executive coaching

L&D strategy

Leadership development

Learning analytics

Workshop facilitation

Education

Masters in HR / Organizational Psychology

Bachelor’s degree in HR / related

Tools

Psychometrics

Job description

PURPOSE OF THE ROLE:

Partner with the management of the company to build capability across functions- not simply through training programs, but through targeted learning interventions that translate into stronger individual and organizational performance and help the company achieve its strategic priorities.

KEY RESPONSIBILITIES:

Needs Analysis & Capability Building

• Partner with business leaders and functional heads to understand current and future capability requirements
• Conduct structured Training Needs Analysis (TNA) through stakeholder discussions, focus groups, performance observations, employee inputs, assessments and business data
• Identify skill, behavioural and performance gaps and translate them into practical learning priorities
• Develop learning interventions aligned with company's business objectives, culture and growth plans
• Act as a trusted learning advisor to senior stakeholders.

Learning roadmap

• Ensure highly engaging and practical learning experiences. Use case studies, simulations, role plays, discussions and real business scenarios
• Build a forward-looking learning roadmap that can scale with the organization's growth
• Develop role/level-based learning priorities and capability frameworks where required
• Establish a structured annual/quarterly learning agenda based on business priorities.
• Periodically review emerging capability requirements arising from business growth and organizational transformations.

Design & delivery

• Curate high-quality and relevant learning content from internal and external sources for workforce development including senior leadership of the company
• Design customized programs where standard solutions do not adequately address business needs
• Develop learning journeys and facilitate workshops, masterclasses and capability-building sessions
• Design and curate highly relevant development interventions for the C-suite and senior leadership team
• Where appropriate, identify and manage specialist executive coaches, leadership facilitators and subject-matter experts for high-impact work.

Learning governance & reporting

• Maintain an accurate learning calendar, engagement and participation tracking
• Track learning investments, vendors and program effectiveness, productivity & ROI
• Maintain records of learning interventions and participant development
• Provide quarterly insights on capability trends and emerging learning priorities including periodic L&D dashboards for senior leadership

Desired Candidate Profile

• Masters or bachelors degree in Human resources, Organizational psychology or a related discipline
• Relevant certifications in L&D, coaching, organizational development, leadership development or psychometrics would be advantageous
• 12+ years of core experience in corporate L&D, leadership development, talent development, organizational development or learning consulting
• Strong experience in designing enterprise-level learning strategies and managing org-wide calendars
• Demonstrated experience working with C-suite and senior leadership teams
• Experience in a high-growth, entrepreneurial or transformation environment is strongly preferred
• Consulting, leadership advisory or external L&D consulting experience is desirable.
• Part-time arrangements can be considered in agreement with CHRO and to be based on agreed schedule and working hours needed to achieve the desired outcomes.