Senior Lead Learning & Development

 

JOB DESCRIPTION:

 

 

1. POSITION DETAILS

Job Description name (Competency Framework)

Senior Lead Learning & Development

Job title

Define in Specific JD –

See title overview “Global report: Job title per Department and Organisation” under employee profile reports in People

Department

People and Organisation

Organisation

HR

Level of position (level description)

 

Title of Line Manager

Define in Specific JD

 

1. MANDATE

 

As Senior Lead L&D you will create and execute various learning strategies, competence framework and training programs aligned with company strategy, culture, and values. You will also play a key role to implement, assess and evaluate various L&D elements and analytics to promote the further development of both individuals and the company.

 

 

1. CORE RESPONSIBILITIES

 

• Further develop, manage and coordinate L&D system including Performance development process
• Ensure L&D activities are aligned to function and country needs
• Deliver and evaluate learning initiatives across 70:20:10 model to develop people, teams and org on common competencies
• Find, use, create and present relevant L&D data and statistics that can drive the L&D strategy and inform company decision making.
• Develop, implement and facilitate Scatec learning portfolio and toolbox
• Secure targeted introduction and onboarding of new employees
• Initiate digitalization of L&D processes and actively seek new technology opportunity to improve.
• Train, coach and support regional and local HR within area of expertise
• Take lead in various P&O development project

Support and contribute in other prioritized HR activities

 

 

1. IF APPLICABLE - SPECIFIC RESPONSIBILITIES IN REGION OR COUNTRY

 

Only for Specific JD

 

A role should mainly have the same core responsibilities regardless of which country it sits in.

 

 

1. Critical INTERFACES

• Head of functions/country/region
• Corporate HR team
• Global HR team
• HR dir in Region and HR managers in country
•  

 

 

1. CRITICAL QUALIFICATIONS ANDCOMPETENCIES

6.1 Qualifications

• Higher education in HR or business with HR module(s)
• More than 10 years HR experience including a strong L&D competence and experiences
• Experience of working in an international matrix organization  
• Strong competence in use and communication about LMS systems
• Solid IT and excel expertise
• Fluent in English, both written and spoken
• Excellent communication skills      
• Organized and methodical – structured approach           
• Flexible and adaptable with a “can-do” attitude
• Practise a flexible and dynamic way of working using lean and agile concepts. Recognizes and communicates the value of diverse perspectives
•  

1. Core functional competencies

• Learning &Development
• Performance development and talent management
• Data analytic, technology and ways of working
• Organisational Development and design
• Recruitment and resourcing
• Employee relations and people practise
• Compensation & Benefit

1. IF APPLICABLE: Specific functional competencies in region or country

Only for Specific JD

A role should mainly have the same core technical competencies regardless of which country it sits in. IF APPLICABLE: Use the specific responsibilities in region or country described above as guidance. Accumulate in one generic JD.

• Specific local competence #1

1. Behavioural Competencies – APPLICABLE FOR ALL, DO NOT CHANGE

 

Company and Leadership Values are mapped to behavioural competencies are mapped to and can be evaluated through our assessment tool:

For all:

• Predictable: Good Communicator

demonstrate clear communication and listening skills, shares information in an open and honest way

• Driving results: Result oriented

demonstrate determination, pro-activeness, can prioritise and work independently

• Changemaker: Entrepreneurial

demonstrate entrepreneurship, can challenge, fast learner, take initiates and adjust

• Working together: Team Player

demonstrate teamwork, shares responsibilities, can compromise, has a can-do attitude

Level 5 :

Build team, Develop talents, Passion for leadership and champion our culture are mapped to:

• Business Savvy

demonstrate understanding of strategy and priorities of the business, risk taking, value adding, goal oriented

• Influencer

demonstrate credibility, responding convincingly to challenge, influence decisions of higher management, provides direction

 

 

 

 

 

 

 

 

Last Update:

Recording the latest changes to keep the Job Description up to date. HR always needs to be involved in any changes.

The NRL Group connect global companies with the right people to bring engineering projects to life. Supporting contracting companies with energy transition plans and working with our clients to create a cleaner, greener future.
 
We welcome applications from every walk of life and are committed to diversity within the industries we support, as a certified Inclusive Recruiter and Armed Forces friendly employer. You can ensure you stay safe when job searching online by visiting the JobsAware website.