role Purpose:
Liaise with technical skill pool manger and focal points to address learning needs of all technical departments, create and execute learning plans and need analysis to develop a comprehensive range of learning interventions and manage the end-to-end process of technical learning for all staff in order to ensure that appropriate technical requirements of the business are met to ensure organizational capability at its optimum .
ROLEs and Responsibilities:
Learning Program - Planning and Management:
• Conduct a technical skill-gap analyses 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 technical learning programs which includes coordinating with skill pool managers and business to identify technical learning needs, identifying & scheduling resources for technical trainings, coordinating the training schedules with the functional managers, developing & maintaining the annual technical learning calendar etc
• Conduct analysis of potential service providers in cost effective manner in respect of design, development, and delivery of programs for technical trainings and develop well defined learner journeys
• Coordinate with venue providers in order to ensure that proposed venue is suitable to the intended 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 technical learning activities
• Digitalize learning as per the agreed target
• Collect and analyse training demands from the business to ensure all training demands meet Oman LNG objectives.
• Act as single focal point for all technical training matters for skill pool manager and training focal points
• Prepare and execute the annual stakeholder management plan
• Negotiate with external suppliers to secure the best providers cost effectively that are fit for purpose to conduct the training
• Advise the skill pool managers on the best training opportunities to ensure function’s capability is at its optimum
• Ensure in-house trainings are well managed to provide best learning environment for effective training
• Coordinate and support non-tech advisor in creating and updating competency profiles for technical departments
• Monitor and manage development programs such as WALP/CL and graduate development programs for technical departments
Learning Design and Enhancement:
• Participate in designing, reviewing, and enhancing educational tools
• Provide support to the lead in reviewing and enhancing the OLNG learning delivery framework
• Benchmark and be aware of latest learning methodologies to provide best solutions for upskilling and enhancing function capabilities
Training Effectiveness:
• Monitor efficacy of trainings through gathering & analysing feedback and performance scores
• Assist in the development, definition, and monitoring of KPIs for 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 the technical development programs such as engineering graduate programs to ensure compliance and assurance of competence
Documentation and Reporting:
• Monitor and maintain training and development records pertaining to 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 technical training and development initiatives undertaken and planned
Budgeting and Procurement:
• Provide support in preparing and monitoring the performance of the annual budget for all technical learning activities
• Manage all contracts related to technical trainings
Audit Support and Continuous Improvement:
• Assist the Lead in closing of any audit actions related to learning and development
• Stay aware of global practices in learning and advise the business accordingly for continuous improvement
Other Miscellaneous Tasks :
• Act as the Officer, Talent Development (Non-Tech) during their absence
. Coordinate with L& team to establish a strong rapport for most effective trainings
Key challenges:
- Address the different styles of a diverse workforce while designing the learning program
- Continuously attempt to understand technical learning requirements and implement solutions
- Influence multiple stakeholders for obtaining their buy in on the technical learning programs
- Work within resource constraints, both in terms of budget and time
Education:
· Graduate Degree in Human Resources or business-related disciplines
Experience:
· Minimum 5 years of experience in HR
· Minimum 2 years’ Experience in L&D processes
· Experience in the Chemical/Oil & Gas industry desired
. Experience as a trainer
WORKING CONDITIONS:
· Office based role with 5 workdays a week (Sunday to Thursday)
