UAEN Learning & Development Specialist | Retail

Job description / Role

About the company

Established in the 1930s as a trading business, Al-Futtaim Group today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United Arab Emirates. Structured into five operating divisions; automotive, financial services, real estate, retail and healthcare; employing more than 35,000 employees across more than 20 countries in the Middle East, Asia and Africa, Al-Futtaim Group partners with over 200 of the world's most admired and innovative brands. Al-Futtaim Group's entrepreneurship and relentless customer focus enables the organisation to continue to grow and expand; responding to the changing needs of our customers within the societies in which we operate.

By upholding our values of respect, excellence, collaboration and integrity; Al-Futtaim Group continues to enrich the lives and aspirations of our customers each and every day.

Overview of the role

To implement the training plan in the store of their area of focus by guaranteeing the Training and Learning & Development activities are conducted to support the co-worker journey. The Learning & Development specialist is accountable to monitor the training delivery with the facilitators, subject matter experts, line managers, store and Service office leaders to ensure the co-workers have access to the learning relevant for their needs (new joiner, internal transfer, functional training, culture & values, behavioural, corporate, technical, etc.) at each step of their journey.

What you will do

Training programmes

• Plan, organise and optimise the learning activities identified and allocate the resources necessary.
• Implement the learning campaign to raise engagement and create an active learning culture.
• Design and co-design learning activities and training plan necessary to maintain the team's knowledge aligned with the brand and the company culture.
• Facilitate in-classroom or virtual training sessions to equip and develop the co-workers' competencies.
• Follow up on learning actions to ensure the learning impact is reached.
• Organise knowledge checks pre and post-learning to measure the learning impact.
• Organise certification and graduation for the programmes when requested.
• Keep track of learning engagement and completion by using the platforms and dashboards in agreement with the people strategy.
• Monitor the learning activities of the Buddies and Facilitators in stores by ensuring engagement of this community to maintain a high level of competence in store.
• Conduct the training needs analysis in store based on the identified learning priorities.
• Plan and organise the learning activities for each function according to the learning path and the learning categories (compliance, introduction, behavioural, managerial, technical, brand culture, self-learning for aspirant, in-the-role, seniority and in each function).
• Update the learning material when relevant and contribute to regional initiatives to elevate the learning culture.

People management & development

• Guarantee all line managers of their area of focus are equipped to accompany people performance in line with the performance cycle.
• Actively support the performance cycle campaign.
• Support the store's managers to accompany the individual development plan (IDP) of the team by organising the relevant learning activities.

Talent development

• The L&D specialist is responsible to ensure all co-workers are informed and equipped to monitor their learning and talent journey.

Administration

• The L&D is responsible for maintaining all administrative records relating to employee trainings (Training Matrix) and will control all administration related to training for the store.
• The L&D is responsible for the monitoring of the LMS for their store: creating accounts for new joiners, resetting passwords, keeping track of account cancellations (CDS clean-up), creating learning events, marking attendance, sending invitations, communication to staff planning team and subject matter experts.

Required skills to be successful

• Strong communication skills.
• Interpersonal skills, leadership skills.
• People oriented and customer-centric.
• Strategic planning, analytical skills.
• Organisational skills.

What equips you for the role

• 3 to 5 years in an HR/Training role.

We're here to provide excellent service but a little help from you can ensure a five-star candidate experience from start to finish.

Before you click apply: please read the job description carefully to ensure you can confidently demonstrate why this opportunity is right for you and take the time to put together a well-crafted and personalised CV to further boost your visibility. Our global Talent Acquisition team members are all assigned to specific businesses to ensure that we make the best matches between talent and opportunities. We not only consider the requisite compatibility of skills and behaviours, but also how candidates align with our values of respect, integrity, collaboration, and excellence.

As part of our candidate experience promise, we also want to make ourselves available to you throughout the application process. We make every effort to review and respond to every application.

About the Company

Established in the 1930's, the Al-Futtaim Group initially operated as a trading enterprise. Rapid development throughout the 1940's and 50's saw it establish itself regionally as an integrated commercial, industrial and services organisation, positioning itself one of the leading business houses in the lower Gulf region. Today, it operates collectively over 40 companies bearing the Al-Futtaim name, dominates many market segments in the UAE, and has expanded its sphere of operation to include Bahrain, Kuwait, Qatar, Oman and Egypt.

The Group comprises a diverse range of strategically positioned operating subsidiaries and associate companies, structured to give the Al-Futtaim Group the flexibility and versatility to keep ahead of local competition while keeping pace with the ever-evolving global business scenario. The Groups continued investment in world-class systems technology is clear evidence of its commitment to maintain leading edge performance and service delivery.

The success of the Al-Futtaim Group can be attributed to a business approach that combines the ability to change with the traditional values of integrity, service and social responsibility that define its core business philosophy. This, linked with the Groups belief in decentralisation, gives the heads of the operating companies a high degree of functional autonomy and authority, providing the Group with essential flexibility, and individual employees a clearly defined work culture and sense of responsibility.