Learning And Development Manager

Learning & Development manager will establish, launch, and lead the Company's Corporate Academy and University, creating a world-class learning ecosystem that develops leaders, professionals, technical specialists, and future talent across all business units and countries.

The role is responsible for building from scratch organizational knowledge into structured learning pathways, building leadership pipelines, strengthening succession readiness, driving workforce capability, and creating a culture of continuous learning aligned with business growth.

This position serves as the strategic architect and operational leader of the Academy and University model, ensuring learning becomes a competitive advantage for the organization.

Strategic Objectives

Academy for bringing onboard young A-players.

The Academy will:

• Deliver onboarding and induction programs.
• Build technical and functional skills.
• Support compliance and mandatory training.
• Create internal certification programs.
• Capture and transfer organizational knowledge.
• Graduate and emerging talent development.
• Make sure that high-performers are placed in junior and specialist roles.

University Function: focus on long-term professional and leadership development - internal Learning and Development institution for the company groupwide.

The University will:

• Offer structured development pathways.
• Develop future leaders.
• Partner with universities and professional institutes.
• Build accreditation and certification frameworks.
• Support knowledge sharing across countries.
• Establish centers of excellence and a lessons-learned framework.

Key Responsibilities

1. Academy & University Strategy

• Design and implement the Corporate Academy and University strategy.
• Develop a multi-year learning roadmap aligned with business strategy.
• Create the Academy and University operating model.
• Establish governance, policies, learning standards, and quality assurance frameworks.
• Build learning architecture across all employee populations.

2. Learning Framework Design

Develop structured learning pathways for:

• New hires
• Individual contributors
• Supervisors
• Managers
• Senior leaders
• Executives
• High-potential talent for the succession planning
• Technical specialists
• Graduate trainees

3. Leadership Development