Director Learning Development

Roles and responsibilities

As Director of Learning & Development, you will be a role model for our Team Members. From day one, you will be involved in their journey preparing and monitoring individual development plans, organising training activities, and supporting them through learning and development opportunities.You will also support the Property Leadership Team with advice on how best to improve team member's skills and capabilities in order to ensure customer satisfaction.

Qualifications

• College degree in Human Resources, Education, or related field.
• Previous experience of leadership in the area of Quality, L&D or similar.
• Knowledge of luxury hotel standards & experience in Training & Development.
• Strong oral and written communication skills
• Ability to train and develop team members
• Ability to work effectively in a team environment and take initiative
• Passion for leadership

• 1. Developing and Implementing L&D Strategy

• Strategy Alignment: Developing L&D strategies that align with the company's business objectives and workforce needs, with a focus on performance improvement and employee engagement.
• Annual Planning: Creating annual learning plans that outline key programs, initiatives, and training goals for the year.
• Budget Management: Overseeing the L&D budget, ensuring that resources are allocated effectively to meet organizational needs.

• 2. Leading Learning Programs and Initiatives

• Program Design: Designing leadership development programs, skills training, compliance training, and soft skills programs to address organizational needs.
• Diversity and Inclusion: Promoting diversity, equity, and inclusion (DEI) through targeted training initiatives and creating learning opportunities for diverse groups.
• Onboarding and Orientation: Overseeing the design of onboarding programs that help new employees integrate into the company and understand its culture, processes, and goals.

• 3. Training Delivery and Facilitation

• Delivery Methods: Overseeing the delivery of training through various formats, such as in-person workshops, webinars, e-learning courses, and blended learning approaches.
• Trainer Development: Managing internal trainers or third-party vendors, ensuring that training sessions are engaging, relevant, and effective.
• Executive Coaching: Providing leadership development and executive coaching programs to senior leaders within the organization.

• 4. Employee Engagement and Retention

• Learning Culture: Fostering a culture of continuous learning and development within the organization, promoting professional growth at all levels.
• Career Development: Supporting employees’ career progression by creating pathways for skill development, mentoring, and succession planning.
• Engagement Surveys: Gathering feedback from employees about training programs, engagement initiatives, and overall career satisfaction.

Desired candidate profile

1. Leadership and Management

• Strategic Vision: Ability to design and implement L&D strategies that align with the company’s business objectives and long-term goals.
• Team Leadership: Leading a team of L&D professionals, guiding them in delivering high-quality training programs and initiatives.
• Change Management: Managing the transformation of the learning culture within the organization and adapting to the changing needs of the workforce.

2. Expertise in Learning Theories and Adult Education

• Instructional Design: Knowledge of instructional design models (e.g., ADDIE, SAM) to create effective learning solutions that meet the needs of diverse learners.
• Adult Learning Principles: Understanding of how adults learn and designing programs that cater to varying learning styles (e.g., visual, auditory, kinesthetic).
• Learning Technologies: Familiarity with e-learning tools, Learning Management Systems (LMS), and virtual training platforms to enhance the delivery of learning programs.

3. Analytical and Data-Driven Mindset

• Training Needs Analysis: Conducting needs assessments to identify skills gaps, performance issues, and organizational learning needs.
• Measuring Effectiveness: Evaluating the success of training programs through key performance indicators (KPIs), feedback, and other metrics to improve future offerings.
• Continuous Improvement: Using data and feedback to continuously refine L&D programs, ensuring they stay relevant and impactful.

4. Strong Communication and Interpersonal Skills

• Clear Communication: Effectively communicating the vision, goals, and benefits of learning programs to employees at all levels of the organization.
• Influence and Persuasion: Convincing senior leadership of the value of investing in L&D and persuading stakeholders to support learning initiatives.
• Collaboration: Working with other departments (e.g., HR, operations, leadership) to ensure training programs meet organizational needs and foster a culture of continuous learning.

5. Project Management and Organization

• Program Development: Leading the creation and rollout of L&D programs, ensuring that projects are completed on time, within budget, and to a high standard.
• Resource Allocation: Effectively managing resources such as trainers, materials, budgets, and technology to ensure programs run smoothly.
• Event Management: Overseeing the logistics of training events, workshops, and seminars, ensuring they are well-coordinated and attended.

6. Emotional Intelligence and Empathy

• Understanding Needs: Being sensitive to the diverse needs and learning preferences of employees and providing personalized support where needed.
• Feedback and Coaching: Providing constructive feedback to learners and coaching them to develop new skills.
• Supportive Leadership: Creating a safe and encouraging environment where employees feel comfortable asking questions, making mistakes, and growing professionally.