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Learning & Development Engagement Partner (F/M)

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HRS Ressources Humaines et Diversité
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PRESENTATION OF THE CONTEXT AND TEAM 

The Leaning and Development (L&D) team is fully accountable for L&D strategy definition and execution. L&D is a global enabler and accelerator to both, business transformation (cultural change, strategic workshops…) and individual up-skilling and reskilling (both on soft and technical skills).  

 

L&D has a key role to play to transform Group Operations into a continuous learning organization by influencing HR process, business process and promoting new learning and development experiences.

 

POSITION MISSION & MAIN ACTIVITIES 

Mission
 

For a part of the activity in France - in close collaboration with the other LEDP in France, HRBP, managers, employees, social relation – define and implement learning solutions to support business transformation and reinforce collaborators’ skills continuous improvement.

 

At a point of time the scope might be extended to additional geographies.

 

Continuously engage the local business, managers and learners in their learning journey to enable Group Operations to become a learning organization.

 

Promote, adapt and deploy global programs and academies within the geographical territory. Secure learner’s engagement in those global programs as for local ones.

 

Align local practices with the global L&D operations framework and recommendations.

 

Optimize and monitor Group Operations Learning and Development budget within one geographical territory.   

 

 
Main Activities
 
Development of learning:
  • Align the professional learning and development orientations with global and local business priorities for Group Operations, in collaboration with business and other HR representatives (HRBP, Resourcing…) to ensure the development and reinforcement of collaborators’ skills and the achievement of the Business ambition.
  • Deploy global learning programs such as academies in the geographical territory and ensure local business, managers and employees engagement in those programs.
  • Continuously monitor the learning KPIs and budget
  • Engage with local business owners and managers into a regular discussion to steer the activity with agility in regards of the business and individual needs.
  • In collaboration with HRBPs, challenge learning and development needs regarding the learning budget, business challenges, partnerships with training organizations.
  • Suggest, produce and present cases related to training to the work council, especially regarding the learning plan development, the different Commissions connected to Group Operations learning and development.
  • Keep learning and be connected about new learning innovations, practices and trends, and identify projects and opportunities to test them within Group Operations.
 
Supervision and promotion of Learning:
  • Ensure the implementation, follow-up and operational management of learning by offering programs/projects, process, solutions, educational methodology, tools, KPI, dashboard, and all appropriate, digital, innovative and agile supports.
  • Ensure the follow-up of individual development actions, such as coaching, mentoring, 360 assessment and debriefing, …
  • Continuously promote the learning organization principles by organizing events, participating to department meetings…
  • Promote leaning in all its forms peer coaching, self-learning, project retrospectives, shadowing…
 
Partnerships:
  • Develop relations and interactions with professional public organizations to leverage new funding opportunities, comply with legal constraints...
  • Benchmark with other companies to get new ideas, compare our practice of L&D…
  • Create and optimize innovative partnerships with service providers acting in the training and HR development ecosystem.
  • Counsel, support and accompany employees, managers and HR representatives in all learning and development matters.
  • Ensure the training design, namely the creation and development of content and training projects/programs in collaboration with representatives/experts and/or suggest training solutions in partnership with third parties, ensuring their innovation, digitalization and agility such as their adaptation to the concerned targets and the agreed educational needs.
 
Learning operations:
  • Model, follow-up and manage the learning & development budget and its optimization.
  • Organize service providers’ invoices to ensure their payment in time and in compliance with the applicable regulations.
  • Carry out all declarations, legal and social formalities related to the training activity (Social Report data, Group/RSG social data…).
  • Align training compliance to Group Operations compliance.
  • Align local practices with the global L&D operations framework, process and recommendations.

PROFILE, SKILLS & COMPETENCIES 

 
Skills & Competencies
 
Transversal skills:
  • Interpersonal skills and yearning for interactions with collaborators, HRBPs, managers, external representatives…
  • Strong organizational and project management skills
  • Ability to navigate through change as well as manage change, especially in a fast-changing environment
  • Ability to negotiate, communicate and argue with internal and external representatives, especially service providers
  • At ease with data and analytics,
  • Local territory language proficiency and English proficiency is mandatory.
  • Good knowledge of digital trends, IT transformation and understanding of their impact on the business, culture and management,
  • Sense of innovation, digital and agility. 
 
Technical and professional skills:
  • Knowledge/Expertise in Learning: plan definition, implementation, design, sourcing, LMS, operations…
  • Knowledge of financial optimization techniques, learning budget management and external financing management
  • Knowledge of the internal and external learning market

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