Learning Expert

**Mission
Learning is responsible for
- the Learning strategy definition and execution.
- ensuring Group Operations transition into a continuous learning organization by strongly collaborating with the business and local/global HR teams, by changing the way of learning and by promoting new ways of L&D opportunities and solutions
- enabling the business transformation (key scope: upskilling/reskilling) by CoE consulting and by providing a global inhouse offer for individual & collective upskilling and reskilling needs (both on soft and technical skills) based on the current and future business needs

**POSITION MISSION**
- execute the Learning strategy
- empower Group Operations transition into a continuous learning organization by strongly collaborating with the business and local/global HR teams, by changing the way of learning and by promoting new ways of L&D opportunities and solutions
- enabling the business transformation (key scope: upskilling/reskilling) by CoE consulting and by providing a global inhouse offer for individual & collective upskilling and reskilling needs (both on soft and technical skills) based on the current and future business needs

**MAIN ACTIVITIES**
- Execute GO’s strategy as well as the Learning strategy by
- Understanding the business challenges of Group Operations and it’s business units
- Working closely with key stakeholders in business units/countries, the local/global HR teams and other CoEs (e.g. Workforce Evolution team) and by creating a strong partnership with them
- Having a proactive approach and acting as consultant to the business
- challenging upskilling & reskilling needs and plans in his/her perimeter with respects to the topskill/transformation needs of GO together with the responsible HRBP/HRA team

**Internal
- by leveraging synergies cross-GO and ensuring coherence, consistency and adequacy in the Learning offer and by having a very good view on the activities of the other team members and by ensuring that good practices are shared cross-GO (no reinvention of the wheel)
- translating stakeholders’ challenges into adequate L&D solution promoting the learning philosophy of GO (learning organization principles, new ways of learning) and enabling GO employees to be in the driver’s seat of their development defining, designing and deploying L&D solutions for her/his perimeter and/or for a transversal scope with an end 2 end responsibility (incl. coordination with Group Operations countries, when needed)
- ensuring the implementation, follow-up and operational management of learning by offering programs/projects, process, solutions, educational methodology, tools, KPI, dashboard, and allappropriate, digital, innovative and agile supports.
- managing a dedicated budget (depending on the roles & responsibilities in the team) and by ensuring efficiency and fairness cross-GO (e.g. learning investments strategy based on top needs of GO, leveraging synergies
- if in his/her perimeter: Develop relations and interactions with professional public organizations to leverage new funding opportunities, comply with legal constraints
- if in his/her perimeter: present L&D solutions to the workers council, especially regarding the learning plan development, the different Commissions connected to Group Operations learning and development.
- if in his/her perimeter: Multi project facilitation as well as overall budget planning, monitoring and managing
- Grow state of the art knowledge and a network with top providers/experts by
- Continuously following new learning innovations, practices and trends, and identify project and opportunities to test them within Group Operations
- Benchmark with other companies to get new ideas and ensure market competitiveness
- Creating and optimizing innovative partnerships with service providers acting in the training and HR development ecosystem.

**PROFILE, SKILLS & COMPETENCIES
Skills & Competencies
- Ability to work in a matrix environment & with senior executives
- Ability to build collaborative relationships with internal and external stakeholders and to grow a strong network
- Decision making and ability to work independently in a complex environment
- Capable to advise Top Management, esp. Senior Executives.
- Facilitation, negotiation and influencing skills to achieve results in a matrix management environment
- Strategic thinking to deal with complex challenges/transformations with the right balance. Ability to navigate through change as well as manage change, especially in a fast-changing environment

Internal
- Good business acumen / IT business / Digital background. Good knowledge of digital trends, IT transformation and understanding of their impact on the business, culture and management. Sense of innovation, digital and agility.
- Good project and program management practices in complex and multicultural environment.
- Good L&D competencies and proven track record in defining, designing and delivering innovative L&D solutio