ROLE PURPOSE
Liaise with non-technical skill pool managers, focal points and management to address learning needs for all non-technical departments, create and execute training plans and need analysis to develop a comprehensive range of learning interventions and manage the end-to-end process of non-technical learning and leadership training needs for all staff in order to ensure that appropriate non-technical learning requirements of the business are met to ensure organizational capabilities are at its optimum.
ROLES AND RESPONSIBILITIES:
Learning Program - Planning and Management:
• Manage the end-to-end process of planning, delivering, and monitoring all non-technical learning activities
• Conduct a skill-gap analyses pertaining to non-technical areas, to get insights on where employees stand, determine employee needs, and accordingly boost individual learning and development in OLNG
• Manage the end-to-end process for non-technical learning programs which includes coordinating with skill pool managers and business to identify non-technical learning needs, identifying & scheduling resources for non-technical trainings in cost effective manner, coordinating the training schedules with the functional managers, developing & maintaining the annual non-technical learning calendar etc
• Conduct analysis of potential service providers in respect of design, development, and delivery of programs for non-technical trainings and develop well defined learner journeys
• Coordinate with venue providers in order to ensure that proposed venue is suitable to the intended non-technical training program as well as available for booking on the desired dates
• Oversee the timely execution of the procure-to-pay process for all non-technical learning activities
• Act as the Single Point of Contact (SPOC) for skill pool managers and training focal points queries related to non-technical trainings
• Digitalize learning as per the agreed target
• Prepare and execute annual stakeholder management plan
• Analyse training demands to ensure the right training solution is proposed to support enhancing the business capability
• Identifying leadership programs aimed at developing leadership skills across various levels within the organization based on the leadership Framework
• Providing coaching, mentoring, and support to leaders and employees participating in leadership and development programs
• Providing development programs that meet corporate requirements and establish a governance framework to ensure alignment
• Ensure in-house trainings are well monitored and managed to provide the right learning environment
• Monitor and manage development programs such as graduate development programs for non-technical departments
Learning Program - Design and Enhancement:
• Support the lead in designing, reviewing, and enhancing educational tools
• Provide support to the lead in reviewing and enhancing the OLNG learning delivery framework
• Keeping abreast of industry trends, best practices, and innovations in leadership development, non-technical training and competency frameworks to enhance program relevance and effectiveness
Training Effectiveness:
• Monitor efficacy of trainings through gathering & analysing feedback and performance scores
• Assist in the development, definition, and monitoring of KPIs for non-technical learning activities, ensuring a healthy return on investment
• Overall, assist in evaluating performance & cost effectiveness of internal & external learning to facilitate continuous improvement
• Verify the assessment results for development programs to ensure compliance and assurance of competence
• Evaluating the effectiveness of leadership and development programs through metrics, feedback, and continuous improvement strategies
Documentation and Reporting:
• Monitor and maintain training and development records pertaining to non-technical trainings of individuals and input these records into the database for future retrieval and reference
• Monitor the preparation of timely and accurate reports for the relevant stakeholders about various non-technical training and development initiatives undertaken and planned
Budgeting for the Department:
• Provide support in preparing and monitoring the performance of the annual budget for all non-technical activities
• Monitor and manage contracts related to non-technical training programs
Audit Support and Continuous Improvement:
• Assist the Lead in closing any audit actions related to learning
• Stay aware of global practices in learning and advise the business accordingly for continuous improvement
• Assist the lead in bringing the latest technologies in L&D to keep the function at its optimum
Competency Management:
• Maintain a competency framework that outlines the essential skills, knowledge, and behaviours required for success in different roles within the organization
• Update and create competencies for new roles and existing roles as and when business requires for all positions in Oman LNG
• Support the functions in competency assessments and ensure compliance to the competency framework
• Analyse and benchmark best practices in competency management
• Ensure compliance to development frameworks across organization
• Act as L&D representative in assessment panels to ensure fairness to the process
Other Miscellaneous Tasks:
- Act as the Officer, Talent Development (Tech) during their absence
- Coordinate with L&D team to establish a strong rapport for effective trainings
CHALLENGES
· Address the different styles of a diverse workforce while designing the learning program
· Continuously attempt to understand non-technical learning requirements and implement solutions
· Influence multiple stakeholders for obtaining their buy in on the non-technical learning programs
· Work within resource constraints, both in terms of budget and time
· Restrictions on current technologies used in L&D
QUALIFICATIONS AND EXPERIENCE:
- Graduate Degree in Human Resources or business-related disciplines.
- Minimum 5 years of experience in HR.
- Minimum 3 years in L&D
· Experience in the Chemical/Oil & Gas industry desired
WORKING CONDITIONS:
· Office based role with 5 workdays a week (Sunday to Thursday)
