UAEN-Senior Manager – Learning and Development

**1\. JOB DETAILS** **Position Title:** Senior Manager – Learning and Development **Reports to:** Head of HR **Division:** Support Services – Human Resources **Department:** Human Resources Department **2\. POSITION SUMMARY** The Senior Manager – Learning and Development leads the strategy and execution of enterprise\-wide learning and capability building across corporate and frontline workforce segments. The role establishes and drives a centralized L\&D Centre of Excellence, aligning learning initiatives with business priorities across Wasl and Viya operations. Combining strategic leadership with hands\-on delivery, the role designs scalable learning solutions, strengthens leadership capability, and enhances frontline performance, while partnering with business leaders and HR Business Partners to embed a culture of continuous learning. **3\. KEY RESPONSIBILITIES AND PERFORMANCE STANDARDS** **Key Accountabilities** • Define and implement the enterprise Learning and Development strategy aligned with organizational goals and future workforce needs • Establish and lead the L\&D Centre of Excellence, including governance frameworks, policies, and standards • Develop enterprise\-wide competency frameworks and capability\-building roadmaps across corporate and frontline populations • Drive a culture of continuous learning, embedding development into the employee lifecycle • Design and deploy blended learning solutions (digital, experiential, instructor\-led) across leadership, functional, and frontline roles • Develop scalable learning journeys tailored to diverse workforce segments, including large frontline teams in leisure, entertainment, hospitality, and F\&B environments • Ensure alignment of learning interventions with business performance outcomes and customer experience standards • Design and implement leadership development frameworks and programs to build leadership capability and pipeline • Support talent development initiatives including high\-potential programs and development\-driven succession readiness • Lead development\-focused Emiratization initiatives through structured learning pathways for national talent • Develop and implement structured training frameworks for high\-volume frontline workforce, focusing on service excellence and operational capability • Partner with business stakeholders to standardize training approaches across golf, leisure, and F\&B operations • Partner with senior leaders and HR Business Partners to identify capability gaps and align learning priorities • Provide expert advisory on learning strategy, workforce capability, and organizational development needs • Oversee Learning Management Systems (LMS) and digital learning platforms to enhance accessibility and engagement • Drive data\-driven decision\-making through learning analytics, impact measurement, and continuous improvement • Manage external vendors and partners to deliver high\-quality, cost\-effective learning solutions • Oversee key programs such as national development initiatives, internship programs, and recognition platforms from a development perspective • Ensure effective governance, quality assurance, and continuous enhancement of all learning programs **4\. KEY TECHNICAL SKILLS AND COMPETENCY LEVELS** **Competency** **Description** **Proficiency Level** Learning Strategy \& COE Leadership Define and lead enterprise L\&D strategy and governance frameworks Advanced Learning Program Design \& Facilitation Design and deliver impactful, scalable learning interventions Advanced Frontline Workforce Development Build capability frameworks for high\-volume operational environments Advanced Leadership Development Develop leadership pipelines and capability programs Advanced Learning Technology \& Digital Enablement Leverage LMS and digital tools to scale learning Advanced Data\-Driven Learning \& Analytics Measure effectiveness and drive continuous improvement Intermediate Stakeholder Management \& Influence Partner with senior leaders and align learning priorities Advanced Vendor \& Partnership Management Manage external providers to deliver value\-driven solutions Intermediate **5\. COMMUNICATIONS AND WORKING RELATIONSHIPS** **Internal:** Senior Leadership Team, Department Heads, HR Business Partners, Line Managers, Employees **External:** Learning Providers, Consultants, Educational Institutions, Training Vendors **6\. CONTEXT, WORK ENVIRONMENT AND DECISION\-MAKING AUTHORITY** Operates within a complex, multi\-entity environment requiring balance between strategic direction and operational execution. The role supports both corporate functions and a large, frontline workforce across golf, leisure, and F\&B operations. Holds decision\-making authority over L\&D strategy, frameworks, program design, and vendor selection within overall HR governance. **7\. FINANCIAL RESPONSIBILITIES AND ACCOUNTABILITIES** Manages the Learning and Development budget across both entities, ensuring cost\-effective delivery and measurable impact. Responsible for vendor management, financial oversight, and program ROI. **8\. SELECTION CRITERIA** **Qualifications and Experience (Essential):** • Bachelor’s degree in Human Resources, Organizational Development, Psychology, or related field • 7–10 years of experience, with 3–5 years in a managerial role in Learning and Development, Talent Development, or related area • Proven experience in building and scaling L\&D functions or COEs • Experience working with large, frontline\-heavy workforces (e.g., Real estate, hospitality, retail, leisure \& entertainment) • Strong expertise in learning strategy, program design, stakeholder management, and digital learning **Desirable:** • Professional certifications (e.g., CIPD, SHRM, ATD) • Experience in the UAE or GCC region • Exposure to Emiratization development initiatives • Familiarity with LMS platforms and learning analytics tools **Note:** This job description provides a broad indication of the role and responsibilities of the position. The position holder may be required to perform additional tasks and responsibilities not listed here, in line with organizational needs and evolving business priorities.