Learning and Development Senior Manager

Saudi Pro League (SPL); Riyadh; On-site; SAR 150,000 - 200,000; Full time

Job summary

A leading company in the entertainment sector is seeking an L&D Manager to design and enhance its learning and development strategy. This role involves developing impactful training programs, assessing learning needs, and fostering a culture of continuous learning to drive organizational success. The ideal candidate will have extensive experience in L&D, strong facilitation skills, and a data-driven mindset.

Qualifications

• Minimum 5-7 years in L&D, with at least 2 years in a managerial role.
• Strong knowledge of adult learning theory and instructional design.
• Bilingual (Arabic and English) preferred.

Responsibilities

• Develop and execute SPL's L&D strategy aligned with business priorities.
• Conduct training needs assessments and develop annual learning plans.
• Evaluate learning effectiveness and provide insights on learning ROI.

Skills

Facilitation

Stakeholder Management

Communication

Data Analysis

Education

Bachelor's degree in Human Resources, Education, Psychology, or related field

Master's degree (preferred)

Tools

LMS

Microsoft Office

Job description

Bachelor of Business Administration(Management)

Nationality

Any Nationality

Vacancy

1 Vacancy

Job Description

Role Main Purpose:

To design, implement, and continuously enhance the SPL s learning and development strategy, ensuring alignment with organizational goals, career growth frameworks, and talent needs. The L&D Manager plays a key role in building a culture of continuous learning, capability development, and high performance by designing impactful training programs, assessing learning needs, and measuring effectiveness to drive organizational success.

Responsibilities

• Develop and execute SPL s L&D strategy aligned with business priorities and talent development objectives.
• Conduct training needs assessments through performance reviews, surveys, and skill gap analysis.
• Develop annual learning plans and training calendars in coordination with HR and business units.
• Establish learning KPIs and dashboards to monitor implementation and impact.
• Training Program Development
  Design and curate training programs across multiple formats (in-person, virtual, e-learning, blended).
  Build structured learning paths tailored to job families, leadership levels, and technical competencies.
  Identify and partner with internal SMEs and external vendors for program delivery.
  Ensure training content aligns with adult learning principles and SPL values.
• Learning Delivery & Facilitation
  Oversee logistics, communication, and smooth execution of training sessions and workshops.
  Facilitate learning sessions and train-the-trainer programs where needed.
  Leverage learning technologies and platforms for scalable delivery.
  Monitor attendance, participation rates, and learning experience feedback.
• Evaluation & Continuous Improvement
  Develop and apply tools to assess learning effectiveness and behavior/application on the job.
  Analyze post-training evaluations, performance trends, and business results.
  Refine and improve programs based on feedback and evolving business needs.
  Provide regular reports and insights to HR and leadership on learning ROI.
• Career Development & Capability Building
  Support career pathing and competency-based development initiatives.
  Collaborate with Talent Management to align learning solutions with succession plans.
  Promote cross-functional development opportunities, mentorship, and coaching.
  Build capability frameworks in line with SPL s future skill needs
• Internal Communication & Engagement:
  Develop communication plans to promote learning opportunities and success stories.
  Ensure learners and managers are informed about training timelines, expectations, and support tools
  Create engaging content such as learning catalogs, newsletters, guides, and internal campaigns
  Foster a learning culture through recognition of learning achievements and champions

Performance Indicators:

% Completion of annual learning plan

Learner satisfaction and Net Promoter Score (NPS)

Training application and behavior change post-learning

Internal trainer engagement and program delivery rate

Learning hours per employee

Improvement in competency assessment scores

Education & Experiences:

Bachelor s degree in Human Resources, Education, Psychology, or related field (Master s preferred)

Minimum 5 7 years in L&D, with at least 2 years in a managerial role

Experience in designing, delivering, and evaluating corporate learning programs

Strong knowledge of adult learning theory, instructional design, and e-learning methodologies

Knowledge & Skills:

Excellent facilitation and presentation skills

Strong stakeholder management and communication abilities

Proficiency in LMS, learning platforms, and Microsoft Office

Data-driven mindset with experience in L&D analytics

Bilingual (Arabic and English) preferred

Company Industry

• Entertainment
• Recreation
• Theme Parks

Department / Functional Area

• HR
• Human Relations
• Industrial Relations

Keywords

• Learning And Development Senior Manager

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