Senior Learning & Development Manager, Frontline

Our client is an international European MNC that has a strong global presence and a market leader in engineering innovation and digitalization. 

Responsibilities:

Ownership:

• Collaborate with business and P&C leaders to set up and execute global learning and development processes (assess competence development needs, create learning methods and solutions, develop training center and trainers, deliver and manage training) to meet short- and long-term competence goals for the business
• Help to set global/local priorities and budget for competence development based on the strategy and business goals, work with P&C, business and L&D network to make global/local plans for competence development. Help business to define business impact and learning outcomes for competence development programs.
• Provides consultation for P&C, managers and employees with questions about learning and development, and advise on the different learning and development approaches for business outcome and support.
• Owns the annual Frontline Training Plans and contributes to One P&C team, executes L&D plans with impact together with P&C community.
• Drives local business agenda with L&D expertise, challenges and concludes L&D deliveries that improve business results.
• Works closely with Cluster/FL business leaders and P&C colleagues to drive L&D agenda as well as consult on development. Provides L&D services and delivers selected trainings for the cluster/FL.
• Governs and consults on learning needs by broadening stakeholders’ views on what gets solved with training and what is something else.
• Leads P&C Services training coordinators for the cluster/FL to optimal efficiency and value.
• Focuses on field training discipline, data accuracy and KPIs transparency including improvement suggestions.
• Develops learning assets e.g. Training Centers towards full utilization & impact
• Ensures relevant learning offering and L&D operational excellence across cluster/FL in sync with Area and Global L&D direction.
• Responsible for development and performance management of the L&D team in the Front line.

Contribute:

• Communicates continuously L&D value, services and operating model to all relevant cluster/FL stakeholders 
• Facilitates and promotes learner centric learning culture.
• Acts as a project manager for certain learning projects such as induction renewal.
• Impacts Area and global L&D by explicitly articulating cluster/FL learning needs and offering feedback.

People leader, network management:

• Lead cluster/FL L&D teams’ engagement and recognition for business relevance and learning impact with transparency and data.
• Leads and manages internal trainer networks across the cluster/FL.

Level of decision making:

• Responsible for L&D KPIs and business metrics for cluster/FL level for non-technical and technical competence development
• Contribute to big picture as member of Area L&D Leadership Team
• CoE Budgeting for cluster/FL (OPEX and Capex)

Performance metrics:

• Priority learning solutions management/adoption % for cluster/FL
• Mandatory field certifications for safety and methods in place & valid for all field operatives in cluster/FL
• External spend on training vendors & venues in cluster/FL
• Field Trainer utilization, TC utilization, learning solution reach, and NPS in cluster/FL
• Workday Learning data quality (Learning management system) LMS
• Global learning offering utilization vs. local offering quantity in cluster/FL
• Internal trainer pools strength and retention in cluster/FL
• P&C Services / training coordination satisfaction for cluster/FL

Requirements:

• Master’s degree in human resources, education, or related field
• 10+ years of experience in learning and development, including designing, implementing and evaluating training programs, preferably in multinational company.
• Experienced in managing learning needs and priorities through business partnering and data analysis.
• Good leadership and influencing skills.
• Proven experience in managing and leading a team of learning professionals.
• Proven facilitation and team coaching skills
• Excellent business communication and interpersonal skills with the ability to interact effectively with stakeholders & employees at all levels of the organization.
• Ability to identify competence development needs and translate the needs into competence development plans for various functions and units.
• Experience and ability to facilitate workshops / planning meetings with various stakeholders.
• Ability to plan and manage initiatives effectively