Learning & Development Lead

United Motors Group; Riyadh; On-site; SAR 260,000 - 460,000; Full time

Job summary

United Motors Group is seeking a senior Learning & Development leader to drive the group’s capability-building initiatives across subsidiaries. The role focuses on aligning learning strategies with business objectives, designing programs for leadership, digital learning, and technical teams, and ensuring effective use of the LMS.

You will oversee training quality, budget utilization, and reporting on learning outcomes while promoting coaching, mentoring, and knowledge sharing across the Group.

Qualifications

• Bachelor’s degree in HR, Business Administration, Education, Organizational Development or related field.
• Minimum 6 years in Learning & Development, Training, or Talent Development.
• Experience managing L&D initiatives across a holding company, group of companies, or multiple business units.
• Proven experience in TNA, annual training planning, succession planning, and high-potential talent development.
• Hands-on experience managing an LMS, external training providers, and training budgets.

Responsibilities

• Lead and implement the Group-wide Learning & Development strategy and annual training plan.
• Conduct Training Needs Analysis with HR and business leaders to identify gaps and priorities.
• Design and coordinate learning solutions for corporate, sales, aftersales, service, and technical teams.
• Support succession planning by identifying critical positions and developing IDPs for successors.
• Manage external training providers and consultants, including evaluating proposals and costs.

Skills

Bilingual Arabic-English

Stakeholder management

L&D knowledge

Talent development

Project management

Learning analytics

Training Needs Analysis

Change management

Education

Bachelor’s degree

CIPD/CPTD (advantage)

Tools

LMS platforms

HRIS

Job description

Lead Learning & Development initiatives across the Holding Company and its subsidiaries, aligning learning strategies with business objectives and operational needs. Drive employee capability development, succession planning, and high-potential talent development while overseeing training programs, external providers, and the Learning Management System (LMS) to enhance workforce performance and organizational effectiveness.

• Develop and implement the Group-wide Learning & Development strategy and annual training plan in alignment with business objectives and subsidiary requirements.
• Conduct Training Needs Analysis (TNA) in collaboration with HR and business leaders to identify competency gaps and prioritize learning initiatives.
• Design and coordinate learning solutions for corporate, sales, aftersales, service, and technical teams, including leadership, digital learning, and professional development programs.
• Support succession planning by identifying critical positions, assessing successor readiness, and developing Individual Development Plans (IDPs) for successors and high-potential employees.
• Manage external training providers and consultants, including evaluating proposals, negotiating services and costs, and ensuring training quality and value for money.
• Oversee the LMS, ensuring effective utilization, up-to-date learning content, accurate training records, and monitoring of training completion.
• Coordinate mandatory training, including Health, Safety & Environment (HSE) and Code of Conduct, with relevant departments and monitor compliance across the Group.
• Manage the training budget and evaluate training effectiveness through assessments, participant feedback, workplace application, and relevant performance indicators.
• Prepare regular reports on training delivery, competency development, talent initiatives, budget utilization, and learning outcomes.
• Promote continuous learning through coaching, mentoring, knowledge sharing, and blended learning initiatives across the Holding Company and its subsidiaries.

Qualifications and Experience

• Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or a related field; relevant professional certifications such as CIPD or CPTD are an advantage.
• Minimum of 6 years of relevant experience in Learning & Development, Training, or Talent Development.
• Experience managing training and development initiatives across a holding company, group of companies, or multiple business units.
• Proven experience in TNA, annual training planning, succession planning, and high-potential talent development.
• Hands-on experience managing an LMS, external training providers, and training budgets.

Required Skills and Competencies

• Excellent written and spoken communication skills in both Arabic and English.
• Strong persuasion, negotiation, influencing, and stakeholder management skills, particularly when dealing with external training providers.
• Strong knowledge of training needs analysis, learning principles, training methodologies, and learning evaluation.
• Ability to develop talent, support succession planning, and translate business needs into practical learning solutions.
• Proficiency in LMS platforms, learning analytics, reporting, and training effectiveness evaluation.
• Strong planning, project management, organizational, and problem-solving skills.
• Ability to manage multiple priorities and collaborate effectively across different companies and departments.

Key Performance Indicators

• Annual Training Plan Delivery: Percentage of planned training programs completed within the approved timeframe and budget.
• Training Effectiveness: Measurable improvement in targeted employee competencies and application of learning in the workplace.
• Succession Planning Coverage: Percentage of identified critical positions with documented succession plans and development actions.
• High-Potential Talent Development: Progress against approved development plans for identified high-potential employees.
• Mandatory Training Compliance: Percentage of employees completing assigned HSE and other mandatory training within the required timeframe.
• LMS Performance: Accuracy of learning records and timely reporting of training completion.
• Training Provider Performance: Provider quality, stakeholder satisfaction, and cost-effectiveness.
• Stakeholder Satisfaction: Feedback from employees, managers, and business leaders on the relevance and effectiveness of L&D initiatives.