The role coordinates learning and development activities while supporting the design and implementation of the Competency Framework, Career Paths, Succession Planning, Leadership Development, Individual Development Plans, talent reviews, and other organizational capability-building initiatives.

1- Learning and Development

• Support the development and implementation of the annual Learning & Development plan based on business priorities and identified capability needs.

• Coordinate training needs analysis with functions, departments, managers, and employees.

• Consolidate training requirements and maintain the approved annual training plan and budget tracker.

• Coordinate training nominations, approvals, schedules, logistics, attendance, completion records, and employee communication.

• Manage relationships with training providers and coordinate technical and commercial requirements with Procurement and relevant stakeholders.

• Monitor mandatory training requirements and follow up with managers and employees to ensure timely completion.

• Maintain accurate employee training records and ensure all completed programs are reflected in the relevant systems and reports.

• Evaluate training effectiveness using participant feedback, manager feedback, learning assessments, and post-training impact measures.

• Prepare periodic Learning & Development dashboards, management reports, and KPI updates.

2- Competency Framework

• Support the design, development, and implementation of the organization’s Competency Framework.

• Coordinate with business functions and subject-matter experts to identify technical, functional, leadership, and behavioral competencies.

• Support the development of competency definitions, proficiency levels, and assessment criteria.

• Coordinate competency assessments and consolidate capability gaps and development priorities.

• Ensure competency outputs are connected to recruitment, performance management, career development, learning plans, and succession planning.

3- Career Paths and Employee Development

• Support the design and implementation of career paths across relevant job families.

• Map career progression requirements, competencies, experience, and development requirements for identified roles.

• Support employees and managers in establishing Individual Development Plans.

• Monitor implementation of development plans and provide periodic progress reports.

• Recommend development interventions based on competency gaps, performance outcomes, and future role requirements.

4- Succession Planning and Talent Reviews

• Support the establishment and administration of the Succession Planning framework.

• Coordinate the identification of critical positions and potential successors with business leaders.

• Prepare succession planning templates, readiness assessments, and development actions.

• Facilitate talent review meetings and maintain accurate and confidential talent information.

• Monitor successor development plans and provide periodic progress reports.

• Support the development of internal talent pools and workforce readiness plans.

5- Leadership Development

• Coordinate leadership development programs for current and emerging leaders.

• Support the identification of leadership capability gaps and appropriate development interventions.

• Coordinate leadership assessments, coaching, mentoring, workshops, and development programs.

• Track leadership program attendance, completion, effectiveness, and business impact.

• Support the implementation of programs that strengthen leadership capability and organizational culture.

6- Talent Analytics and Governance

• Maintain Talent Management and Learning & Development data, dashboards, trackers, and employee records.

• Monitor KPIs related to training coverage, program completion, competency assessments, development plans, succession coverage, and leadership development.

• Support the preparation of management and committee reports related to talent development and organizational capability.

• Develop and maintain Talent Management procedures, templates, guidelines, governance controls, and annual calendars.

• Ensure confidentiality and appropriate handling of employee talent, competency, and succession information.

• Support the implementation of HR systems and digital tools related to learning, competencies, career development, and succession planning.

• Perform other related responsibilities assigned by the Head of People & Culture.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Education, or a related field.

• 3–4 years of relevant experience in Learning & Development, Talent Management, Organizational Development, or a related HR field.

• Experience supporting competency frameworks, career paths, succession planning, leadership development, or Individual Development Plans is preferred.

• Experience in a growing, project-based, engineering, energy, or corporate environment is preferred.

• Practical experience coordinating training programs and supporting talent development initiatives.

• Professional certification in Learning & Development, Talent Management, CIPD, SHRM, or a related discipline is preferred.

• Knowledge of adult learning principles, talent development practices, and competency-based HR frameworks is preferred.