Sr. Manager, Learning & Development
Orange - Egypt
Total years of experience :18 years, 5 Months
- Partners with business to identify challenges, strategy and business dynamics to develop solutions.
- Creates a training model depending on blended learning concept.
- Manages training academies and plans as well as corporate training including planning, budgeting, communication and administration.
- Manages educational assistance program.
- Creates development plans for the identified talents & successors.
- Design, develop & implement a development program for the middle management built on a personal assessment.
- Develops and manages suppliers’ partnerships.
- Continually improves effectiveness and operational efficiency of the programs.
- Partners with the Group and handle all communication for reporting and programs deployment with them.
- Partners in culture change programs.
- Provides required coaching, support & development for team.
- Manages an internal trainers’ club of 200+ trainers.
- Develops and presents reports & new programs to CXOs.
- Formulate & regularly update the Learning & Development policy & process.
- Works closely with the Group in planning & launching programs across MEA region.
- Plan & manage the learning & development annual budget.
Manage training academies and plans for the all departments; this includes running training needs analysis, reviewing & updating academies’ design, selecting and managing suppliers, setting plans & schedules and evaluating and reporting results.
Design, manage & monitor customer interface induction plans.
Manage products, services & systems’ training and avail the required resources.
Determine core competencies/skills that are needed for certain job profiles and design learning tracks for them that would enable them to do their job at best.
Define the different learning tools that could be used within each learning track.
Work with vendors to offer courses/solutions based upon the needs identified.
Work closely with HRBPs to review needs and get feedback on delivered programs for enhancement.
Track the training budget and monitor training expenditures.
Maintain records and prepare statistical reports to evaluate performance of instructors and monitor progress of trainees.
Find creative solutions, cost efficient solutions (when needed) that would sustain and retain the knowledge or skills transferred.
Provide required coaching, support & development for team and conduct regular performance and competency evaluation while delivering constant constructive feedback for higher achievements and further development.
Manage training academies and plans for the Commercial & CS departments; this includes running training needs analysis, reviewing & updating academies’ design, selecting and managing suppliers, setting plans & schedules and evaluating and reporting results.
Manage & monitor customer interface induction plans.
Manage products, services & systems’ training and avail the required resources.
Determine core competencies/skills that are needed for certain job profiles and design learning tracks for them that would enable them to do their job at best.
Define the different learning tools that could be used within each learning track.
Work with vendors to offer courses/solutions based upon the needs identified.
Work closely with HRBPs to review needs and get feedback on delivered programs for enhancement.
Track the training budget for the concerned departments and monitor training expenditures.
Maintain records and prepare statistical reports to evaluate performance of instructors and monitor progress of trainees.
Maintain records and prepare statistical reports to evaluate performance of instructors and monitor progress of trainees.
Find creative solutions, cost efficient solutions (when needed) that would sustain and retain the knowledge or skills transferred.
Manage the development of the e-quizzes for the different channels as per the annual plan. Analyze and act upon results to address the knowledge/skill gaps.
Provide required coaching, support & development for direct reportees and conduct regular performance and competency evaluation while delivering constant constructive feedback for higher achievements and further development.
• Manage training academies and plans for the Commercial & CS departments; this includes running training needs analysis, reviewing & updating academies’ design, selecting and managing suppliers, setting plans & schedules and evaluating and reporting results.
• Manage & monitor customer interface induction plans for the Commercial & CS departments.
• Manage products, services & systems’ training and avail the required resources.
• Determine core competencies/skills that are needed for certain job profiles and design learning tracks for them that would enable them to do their job at best.
• Define the different learning tools that could be used within each learning track.
• Work with vendors to offer courses/solutions based upon the needs identified.
• Work closely with HRBPs to review needs and get feedback on delivered programs for enhancement.
• Develop an Intranet page with the needed information on the different offerings / programs / academies (like resources, guidelines & policies, concept document, albums, forums, worldwide conferences and seminars).
• Track the training budget for the concerned departments and monitor training expenditures.
• Maintain records and prepare statistical reports to evaluate performance of instructors and monitor progress of trainees.
• Maintain records and prepare statistical reports to evaluate performance of instructors and monitor progress of trainees.
• Issue progress reports to management.
• Find creative solutions, cost efficient solutions (when needed) that would sustain and retain the knowledge or skills transferred.
• Manage COPC certification from the training perspective & regular processes/inspections of maintaining standards and ensure all processes and interrelations with other parties are aligned to ensure compliance to the COPC certification requirements
• Manage the development of the e-quizzes for the different channels as per the annual plan. Analyze and act upon results to address the knowledge/skill gaps.
• Provide required coaching, support & development for direct reportees and conduct regular performance and competency evaluation while delivering constant constructive feedback for higher achievements and further development.
- Mentor & interact closely with HR Business partners in subsidiaries to achieve training & development plans.
- Prepare a program for executives & directors.
- Plan for a management & leadership program through training as well as releasing a leaders’ newsletter.
- Release a quarter learning calendar.
- Plan & conduct needs assessment with subsidiaries.
- Put policies for the Learning & Development function.
- Monitor the performance management system in subsidiaries.
- Control learning & development budgets in subsidiaries.
- Control promotions cycles.
- Mentor & interact closely with learning & development coordinators to achieve training & development plans.
Talent Development Function:
- Set training policies and objectives for the company.
- Manage and control the departmental expenditure within agreed budgets.
- Liaise with line managers to understand necessary aspects and needs of staff training and development.
- Identifying training and development needs through job analysis, appraisal schemes and in coordination with employees career paths.
- Identify, select and manage the external training providers necessary to deliver required training to appropriate standards.
- Analyze data from different evaluations for training sessions.
- Preparing different reports to different stakeholders.
Performance Management Function:
- Built a competency based performance management system from scratch (the HR system as well as the internal application).
- Plan and ensure performance cycle is correctly and timely implemented.
- Set policies to govern the performance management cycle.
- Monitor the evaluations and handling the rejection cases.
- Analyze the data before the evaluations approval to ensure compliance with agreed upon percentages distributed across organization as a whole as well as among departments.
Career Management Function:
- Handle promotion cycles.
- Confidential Career Consulting meetings.
- Take the necessary actions resulting from the career consulting.
- Build job descriptions for each job.
- Manage career paths of different functions.
- Handle communication with all managers for each department’s training plan.
- Follow up implementation of training plan including reservation for courses and communication with trainers internally or providers externally.
- Assist in setting training policies and objectives for the company.
- Conduct induction sessions and arrange on-the-job training for new employees.
- Organize and schedule trainings that are planned each month.
- Maintain and update training records concerning attendance, evaluation, and effectiveness.
- Revamp of the New Employee Induction program.
- Facilitate and organize training workshops and courses according to the needs of each department.
- Handle all the communications related to the training courses as well as the reservations whether internally or with the service provider.
- Follow up with the financial department the payment for all the courses.
- Conduct orientation program to the new employees.
- Conduct Training Needs Assessment to the whole company in cooperation with an outside consultant.
- Assist in planning the Training Plan.
- Administrate, coordinate and facilitate recruitment activities including setting recruitment plan for each vacancy.
- Announce the job openings externally through different channels.
- Receive and screen all incoming resumes.
- Perform the first screening interview.
- Coordinate interviewing activities with candidates and interviewees.
- Represent the organization at different Employment Fairs.
- Introduce and implement the idea of internships for the first time in the company.
- Responsible for the launch of the new Job descriptions for all the company including the factories.
- Deal with advertising agencies to do all the creative work (job vacancies design, brochure & materials for the employment fairs, training booklet design, motivational banners for the training workshops).
- All the filing process (concerning documents, OPP & CDs).
- Production process: (revise chromalines - check locations for outdoor locations - follow up with suppliers to get the best offer for factories’ unipoles).
- Represent the organization at different Employment Fairs.
- Write market research briefs for the desired researches.
- Filter the offers received concerning newspapers, magazines & TV channels.
- Follow up the process of the quotations & flow of invoices from the department.
- Revise the website & brochure to be updated.
- Assist the marketing manager in preparing presentations, specially those involving charts & research.
Worked on the analysis of data for some companies in terms of market analysis, competitor anaylsis, prospect growth, ...
- Screen all incoming CVs through the different channels (walk-ins, website, e-mail…).
- Screen the candidates through a phone interview.
- Conduct an English test, IQ test and a presentation for the candidates.
- Arrange appointments with the candidates for the face to face and group interviews.
- File all the CVs according to different criteria.
- Make a database for the candidates for future reference.