Learning & Development
• Oversee both Technical and Non-Technical Learning programs, ensuring they are aligned with organizational goals
and business needs.
• Guide the Learning Needs Analysis for both tech and non-tech skills, identifying current and future competency
requirements across business functions. ...
• Lead the Learning Calendar Planning & Implementation, driving competency acquisition targets for employees
across various skill sets and roles.
• Manage the design, delivery, and tracking of Competency-based Learning Interventions, ensuring they meet clear
business objectives and metrics.
• Lead Learning Process Automation efforts, partnering with IT to enable scalable, efficient learning delivery.
• Ensure process excellence in learning operations, managing the logistics, audits, and internal/external stakeholder
partnerships, including HR Shared Services.
• Foster a learning culture that encourages growth via formal and informal learning opportunities, mentorship, internal
fora, and knowledge-sharing platforms.
Organizational Development (OD) & Culture
• Identify organizational challenges impacting key business and people metrics, diagnose issues, and implement
actionable, cost-effective solutions in collaboration with leaders and HR business partners.
• Strengthen a culture of ownership, accountability, and high performance, with specific focus on employee
engagement and development.
• Champion the organization’s culture building journey, embedding values, behaviors, and cultural practices into all
people processes.
• Build and sustain the appreciation culture through Rewards & Recognition, driving improvements in Recognition
Programs, Employee Satisfaction (ESAT), and employee well-being.
• Partner with internal communications to deliver impactful messaging and initiatives that promote the company’s
culture and values across the organization.
Stakeholder Management
• Build and maintain strong relationships with key stakeholders, including senior leadership, HR business partners, IT
teams, and external vendors.
• Collaborate across teams to co-create solutions that address employee development, performance, and cultural
initiatives.
• Partner with leadership teams to align organizational needs with people strategies and ensure consistency in the
execution of HR processes.
Budget Management & Reporting
• Oversee budget management for Learning, Recognition and OD domains, ensuring effective tracking of spend and
alignment with annual operating plans (AOP).
• Provide detailed data analysis, MI reporting, and dashboards for leadership, showcasing impact metrics, learning
outcomes, and progress toward strategic goals.
• Conduct process audits (internal and external) for all HR functions under your purview, ensuring compliance,
process optimization, and continuous improvement.
experience
15show more Learning & Development
• Oversee both Technical and Non-Technical Learning programs, ensuring they are aligned with organizational goals
and business needs.
• Guide the Learning Needs Analysis for both tech and non-tech skills, identifying current and future competency
requirements across business functions.
• Lead the Learning Calendar Planning & Implementation, driving competency acquisition targets for employees
across various skill sets and roles.
• Manage the design, delivery, and tracking of Competency-based Learning Interventions, ensuring they meet clear
business objectives and metrics.
• Lead Learning Process Automation efforts, partnering with IT to enable scalable, efficient learning delivery.
• Ensure process excellence in learning operations, managing the logistics, audits, and internal/external stakeholder
partnerships, including HR Shared Services.
• Foster a learning culture that encourages growth via formal and informal learning opportunities, mentorship, internal
fora, and knowledge-sharing platforms.
Organizational Development (OD) & Culture ...
• Identify organizational challenges impacting key business and people metrics, diagnose issues, and implement
actionable, cost-effective solutions in collaboration with leaders and HR business partners.
• Strengthen a culture of ownership, accountability, and high performance, with specific focus on employee
engagement and development.
• Champion the organization’s culture building journey, embedding values, behaviors, and cultural practices into all
people processes.
• Build and sustain the appreciation culture through Rewards & Recognition, driving improvements in Recognition
Programs, Employee Satisfaction (ESAT), and employee well-being.
• Partner with internal communications to deliver impactful messaging and initiatives that promote the company’s
culture and values across the organization.
Stakeholder Management
• Build and maintain strong relationships with key stakeholders, including senior leadership, HR business partners, IT
teams, and external vendors.
• Collaborate across teams to co-create solutions that address employee development, performance, and cultural
initiatives.
• Partner with leadership teams to align organizational needs with people strategies and ensure consistency in the
execution of HR processes.
Budget Management & Reporting
• Oversee budget management for Learning, Recognition and OD domains, ensuring effective tracking of spend and
alignment with annual operating plans (AOP).
• Provide detailed data analysis, MI reporting, and dashboards for leadership, showcasing impact metrics, learning
outcomes, and progress toward strategic goals.
• Conduct process audits (internal and external) for all HR functions under your purview, ensuring compliance,
process optimization, and continuous improvement.
experience
15show more
