Job Purpose
- Responsible for defining and leading Malia Group’s Learning & Capability strategy across all subsidiaries in Lebanon and Iraq, ensuring that current and future organizational capabilities are aligned with the Group’s strategic priorities, business plans, performance requirements and talent agenda.
- Responsible for leading the Learning & Capability function, providing strategic direction and governance over the Group’s learning architecture, Malia Academy, leadership and management development, functional and behavioral capability-building programs, induction and onboarding learning, and other Group-wide development initiatives.
- Responsible for partnering with Malia Group Lead Team and other key stakeholders to identify capability gaps, address development needs, strengthen talent readiness, and build sustainable internal capabilities that enhance individual, team, and organizational performance.
- Perform duties in accordance with Malia Group Policies and Procedures.
Duties & Responsibilities
On Learning & Capability
- Develop and continuously evolve the Group’s Learning & Capability strategy and roadmap based on business priorities, performance outcomes, succession requirements, talent needs, organizational capability gaps, and future skills requirements
- Lead the identification and prioritization of current and future organizational, functional, leadership, and individual capability needs in partnership with Business Leaders and HR teams. Set the appropriate training plans and related budgets
- Set Malia Academy rules and regulations, programs and calendar (courses, workshops, conferences, inspirational talks, book clubs, round tables…) in line with training needs and business development perspectives to enhance individual and team performance as well as career progression
- Lead and oversee the Group’s portfolio of learning and capability-building programs, including leadership development, management development, functional and technical academies, behavioral development, coaching, mentoring, internal knowledge-sharing, workshops, conferences, roundtables and other development initiatives
- Identify and select appropriate training providers, academic institutions, speakers, internal trainers, coaches and buddies ensuring learning content is relevant and customized
- Set and continuously update comprehensive induction and onboarding programs in collaboration with the Talent Acquisition Team
- Ensure in coordination with concerned stakeholders (trainers, trainees, designers, logistics providers) timely and seamless communication and execution of set learning programs & initiatives
- Regularly assess the relevance and impact of the learning portfolio and recommend the introduction, redesign, consolidation, or discontinuation of programs based on organizational priorities and measurable outcomes and return on learning investment
On Talent Assessment & Career and Succession Planning
- Establish and conduct appropriate assessment approaches (panel interviews, case studies, assignments, competency-based assessments...) to evaluate talents' competencies, potential and readiness for a horizontal or vertical career move
- Partner with Business Leaders and HR Teams to support career mapping, succession planning, and internal mobility across the Group, translating identified readiness gaps into structured development plans for high-potential employees and successors and monitoring their progress
On Performance & Capability Development
- Partner closely with the Performance Team and concerned managers to identify capability-related causes of underperformance and determine appropriate development interventions
- Recommend and oversee targeted learning, coaching, reskilling, mentoring, or capability-development plans and monitor their implementation and effectiveness
- Analyze recurring performance and competency gaps across functions and subsidiaries and translate systemic capability gaps into broader organizational development initiatives
On Reporting & Communication
- Develop the annual L&C departmental Business Plan and budget
- Submit a monthly executive report to Lead Team members highlighting past key achievements, areas of improvements, opportunities and upcoming priorities
- Communicate timely on L&C initiatives, programs and highlights on internal and external Malia Group platforms
On HR
- Contribute proactively with the Talent Acquisition Team in filling vacancies timely. Design/update related JD and on-boarding programs and ensure their proper understanding & implementation. Ensure an optimized structure in line with business priorities and performance
- Provide direct reports with needed resources/tools and guidance to fulfil their role properly and set their training needs and development plan in coordination with L&DM. Celebrate achievements, highlight people with potential to offer them perspective for growth
- Set direct reports annual Business Goals and required competencies and conduct quarterly feedback sessions to appraise their performance. Monitor continuously direct report productivity and take corrective actions in due time. Issue misconducts and enroll under-performers in related program
- Promote the Group's culture, encourage loyalty, trust, a healthy working environment and teamwork. Personalize the motivational approach, empower and inspire the team to reach greatness
Education
Bachelor's Degree in Business Administration or Human Resources Management. Master's degree in HR is preferable
Experience
Minimum 7 years of experience in L&C, Talent Development or Organizational Development
