Group Learning

The Learning and Development Manager at Hero Experiences Group is responsible for designing, implementing, and overseeing comprehensive training and development programs that enhance the skills, knowledge, and performance of our employees. This role ensures that all staff are well-equipped to deliver exceptional experiences to our guests and align with the company's strategic goals. The position involves supporting the needs of 6 brands and their 21 business units, ranging from F&B operations to falconry, animal husbandry, conservation guides, adventure instructors through to the development of our emerging leaders. The role requires a strategic mindset, a passion for employee growth, and a deep understanding of the diverse operational landscapes within the group.

Team Leadership and Budget Management:

• Team Management: Lead, mentor, and develop the Learning and Development (L&D) team, fostering a collaborative and high-performance culture.
• Budget Oversight: Control and manage the L&D budgets, ensuring efficient and cost-effective use of resources while maximizing training impact.
• Stakeholder Engagement: Collaborate with senior leadership and department heads to align training initiatives with organizational goals and priorities.
• Performance Metrics: Develop and monitor key performance indicators (KPIs) to measure the effectiveness of training programs and make data-driven improvements.
• Vendor Management: Identify and manage external training providers and consultants, ensuring they deliver high-quality services within budget.

Curriculum and Program Development:

• Strategic Design: Design curriculums that align with the company's strategic objectives and business needs.
• Resource Development: Develop a variety of training resources, including workshops, seminars, e-learning modules, and hands-on training programs tailored to the specific requirements of different business units.
• Content Creation: Create engaging training videos and develop comprehensive Standard Operating Procedures (SOPs) to ensure consistent and high-quality training delivery.
• Innovation: Continuously innovate and update training materials to reflect industry best practices and technological advancements.
• Competency Mapping: Identify key competencies required for various roles and ensure that training programs are designed to build these competencies effectively.
• Certification Programs: Develop and manage certification programs to validate employee skills and knowledge, enhancing professional credibility.

Training Delivery:

• Induction Programs: Conduct thorough company inductions for new employees to ensure smooth integration and alignment with company values and expectations.
• Leadership Development: Facilitate advanced leadership training programs to nurture managerial and leadership skills across various levels of the organization.
• Multi-modal Delivery: Deliver training sessions through multiple channels, including in-person workshops, and self-paced online courses to cater to diverse learning preferences.
• On-the-Job Training: Implement and deliver on-the-job training programs that allow employees to learn in real-time and apply new skills immediately.
• Mentorship Programs: Establish and oversee mentorship programs that pair experienced employees with new hires or those looking to advance their careers.

Needs Assessment and Personal Development:

• Training Needs Analysis: Conduct comprehensive training needs analysis to identify skills or knowledge gaps across the organization.
• Personal Development Plans: Develop and monitor personalized development plans for employees, supporting their career aspirations and professional growth.
• Competency Framework: Implement and maintain a competency framework based on thorough job assessments to guide employee development and performance management.
• Feedback Mechanisms: Establish and utilize feedback mechanisms such as surveys and focus groups to continuously improve training programs.
• Career Pathing: Assist employees in mapping out potential career paths within the organization and identifying necessary training for progression.

Learning Management System (LMS):

• LMS Implementation: Implement and maintain a state-of-the-art learning management system to track, manage, and report on all training activities.
• Utilization Maximization: Ensure the LMS is user-friendly, up-to-date, and effectively utilized by employees for continuous learning and development.
• Data-Driven Insights: Utilize LMS data to derive insights and make informed decisions about future training initiatives and improvements.
• Content Management: Regularly update and expand the LMS content library to include new training materials, courses, and resources.
• User Support: Provide technical support and training to employees to ensure they can effectively navigate and use the LMS.
• Versatility: Be comfortable and adaptable working in various environments, including outdoor settings and harsh conditions such as deserts and mountains.
• Field Training: Design and deliver field-based training sessions that prepare employees for real-world challenges in diverse operational contexts.
• Resilience Building: Incorporate resilience-building activities into training programs to help employees thrive in demanding and unpredictable environments.
• Emergency Preparedness: Develop and deliver training programs focused on emergency response and crisis management for employees working in remote or high-risk areas.
• Sustainability Initiatives: Integrate environmental sustainability practices into training programs to promote eco-friendly operations across all business units.

Support Across Business Units:

• Tailored Solutions: Address the unique training needs of various business units, including F&B, falconry, animal husbandry, conservation, and adventure instruction, by designing unit-specific training programs.
• Safety Integration: Work closely with the safety department to integrate essential safety training into all development programs, ensuring a safe and compliant work environment.
• Cross-functional Collaboration: Foster strong relationships with business unit leaders to understand their challenges and deliver effective training solutions.
• Cultural Sensitivity: Ensure training programs respect and reflect the diverse cultural backgrounds and practices within the organization.
• Change Management: Support business units through periods of change by providing training that helps employees adapt to new processes, technologies, and structures.

Education and Experience:

• A minimum of 7 years of experience in training and development, with at least 2 years in a managerial role.
• CIPD Level 5 or equivalent is a plus.

Skills and Competencies:

• Strong knowledge of learning and development best practices and methodologies.
• Excellent presentation, facilitation, and communication skills.
• Proficiency in using e-learning platforms and training software.
• Ability to assess training needs and develop effective programs.
• Strong organizational and project management skills.
• Ability to work collaboratively with various stakeholders and manage multiple projects simultaneously.

Personal Attributes:

• Passionate about employee development and continuous learning.
• Innovative and creative in designing engaging learning experiences.
• Detail-oriented with strong analytical and problem-solving skills.
• Ability to adapt to a fast-paced, dynamic work environment.
• Comfortable working in the outdoors and in harsh environments.

Prerequisite:

• A valid driver's license or one eligible for conversion in the UAE.

• Mid-Senior level

• Full-time

• Human Resources