| Location |  |
Lahore,PK |
| Organization Name | |
Talent Sustainability |
| Job Summary | |
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| Ensure effective design and delivery of key learning interventions for employees across all hierarchy levels based on; leading self, leading teams and leading organization philosophy. Identify key development needs and engage all the relevant key stakeholders involved in the employee development value chain. Design systems, tools and process to build employee capability in order to meet short- and long-term key strategic business priorities within organizations the parameters linked with AOP. | ||
| Key Responsibilities | |
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| 1. Leadership Development Programs
Propose and develop leadership development programs, Plan and execute leadership programs with the relevant learning partners. Conduct and analyze the validity of the Leadership Development Program, manage end-to-end process of the Leadership Development Program in order to ensure a robust succession bench.
2. Employee Development Framework Design & Implementation
Design employee development interventions for employees based on the input from Development need analysis, shortlist and engage trainers/training platforms, develop an annual training calendar, onboard all the relevant HRBPs, conduct pre and post-training assessments to ensure learning effectiveness, analyses learning completion status, ensure incorporation in oracle system, process training vendors payments, respond to the queries of the training participants and training vendors in order to ensure capability development across all hierarchical level.
3. Development Need Analysis (DNA)
Continuously improve the online Oracle system for identifying employee development needs against functional and leadership competencies. Conduct development need analysis annual basis, identify development needs, develop learning/training modules outline, develop annual training development budget and seek approvals from relevant stakeholders, analyze capability index as an outcome of Development Need Analysis and partner with HRBPs to ensure incorporation as an objective in iPMP (Performance Appraisal System) in order to ensure the successful rollout of the annual development framework.
4. Online Learning Data Analytics Business Proposals
Maintain and continuously improve Oracle online system, create courses and training programs in Oracle, conduct data analytics pertaining to Training Satisfaction Index, Training feedback, budget utilization and variance analysis, per hour investment on training development, Category wise training hours and investment etc in order to facilitate decision making pertain to employee development investment decisions.
5. Succession Planning & Development Centers
Prepare and Conduct Talent review meetings, keep track of succession management interventions, conduct potential assessments across Fatima Group, and execute rotation and succession plans in coordination with HRBPs in order to ensure leadership sustainability.
6. Summer Internship Program
Plan and execute Internship Program. Develop and execute engagement plan for Interns, Analyze and measure the effectiveness of the program, Plan and execute off-boarding and off-boarding of Interns in order to build a pipeline for potential candidates for Management Trainee Program Empower to Lead
7. Empower to Lead Program
Lead Management trainee hiring program Empower in order to further strengthen the future leadership pipeline.
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| Required Knowledge & Skills | |
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| Designing and developing robust employee learning programs
Developing and implementing competency based learning techniques
Identifying, rolling out and measuring the ROI of Online learning platforms
Development of employee development annual budgets
International best practices for crafting robust employee & leadership development programs
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| Qualification & Experience | |
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| MBA from HEC recognized university along with minimum 10 to 12 years of experience in training development, preferably in MNC. |