Senior Learning & Development Specialist – Global

Role Overview:
We are seeking a highly experienced, hands-on Learning & Development professional to build and
deliver practical learning programmes across our global businesses.
You will manage the complete learning cycle—from identifying development needs and gathering
business information to designing programmes, delivering training, administering initiatives, and
measuring outcomes. Working closely with business leaders, HR, managers, and subject-matter
experts, you will turn operational knowledge, business processes, and employee development needs
into clear, relevant training.
This role requires someone who can work independently, move quickly, and bring structure to
evolving requirements. You should be confident in asking the right questions, securing stakeholder
input, and converting information into learning that employees can apply in their work.
You will also work with the AI Specialist to incorporate suitable AI tools into learning design and
delivery, and support employees in applying these tools effectively in their roles.
Key Responsibilities
1. Learning Strategy and Development Planning
• Develop and implement a Group-wide learning plan aligned with business priorities,
functional requirements, and employee development needs.
• Identify capability gaps through discussions with leaders, managers, HR, and employees,
supported by performance information and feedback.
• Prioritise programmes based on business impact, urgency, and available resources.
• Maintain a learning calendar that balances planned development with new processes,
operational changes, and emerging requirements.
• Combine common Group-wide initiatives with learning tailored to individual entities,
functions, and regions.
2. Programme Design and Process Training
• Gather information from stakeholders, process documents, systems, and business updates,
and convert it into accurate, practical training.
• Develop onboarding, role-specific learning, process and systems training, manager
development, and professional skills programmes.
• Create presentations, facilitator guides, learning modules, assessments, process
walkthroughs, job aids, and reference materials.
• Choose suitable formats, including workshops, live virtual sessions, self-paced learning,
coaching, and on-the-job support.
• Validate content with subject-matter experts and maintain version control so materials
remain current as processes change.
• Use AI tools, where appropriate, to support the development of training content,
assessments, and learning resources, with guidance from the AI Specialist.
• Validate all training materials with relevant stakeholders to ensure accuracy, business
relevance, and appropriate handling of confidential information.
3. Training Delivery and Implementation
• Facilitate engaging sessions for employees across functions, seniority levels, entities, and
regions.
• Manage programme rollouts, ensuring clear communication, stakeholder readiness, and
coordination across time zones.
• Deliver targeted interventions to address specific skill gaps, operational challenges, or
business changes.
• Support internal trainers and subject-matter experts with structured materials and delivery
guidance.
• Reinforce learning through practical exercises, follow-up activities, and manager
involvement.
• Use AI-supported tools and resources, where appropriate, to deliver engaging training,
support practical exercises, and reinforce learning.
• Partner with the AI Specialist to develop practical sessions that help employees apply
approved AI tools in their day-to-day work.
4. Stakeholder Partnership and Employee Advisory
• Act as the Learning & Development point of contact for employees, managers, HR, and
business leaders across the Group.
• Advise stakeholders on development priorities, suitable interventions, and practical learning
options.
• Obtain the information, approvals, and participation needed to move programmes forward
without constant supervision.
• Clarify the expected business outcome before developing training, and challenge unclear
requests constructively.
• Distinguish learning needs from issues requiring better processes, communication, or
management action, and work with the relevant teams accordingly.
5. Learning Administration, Tracking and Evaluation
• Manage training schedules, nominations, enrolments, attendance, completion records,
assessments, and feedback.
• Maintain organised learning resources and reliable programme records across entities and
regions.
• Evaluate learning through assessments, emplo

Employment type
Full-Time

Work arrangement
No