Identify, develop and implement comprehensive integrated L&D plans aligned with operations and functional learning needs. This is based on the corporate, and client contractual requirements, leadership development needs, Qatarisation development, and ethics and compliance needs of GDI. develop and perform the Training Needs Analysis as needed for all company personnel. prepare the Job Criticality Assessments. implement and monitor the professional and career development for Nationals in the assigned departments in their operational areas to ensure that performance outcomes are achieved. design Performance Improvement Plans (PIPs) and Career Ladder with HR Business Partner (HRBP) and line managers as per the Performance Improvement process for employees who are underperforming in their current positions. prepare the annual budget for learning and development ensuring alignment with strategic organizational goals and the overall L&D budget. report on the status, effectiveness, and progress of learning programs to the line supervisor and direct manager Job Description Planning for Learning & Development identify, develop and implement comprehensive integrated L&D plans aligned with operations and functional learning needs. This is based on the corporate, and client contractual requirements, leadership development needs, Qatarisation development, and ethics and compliance needs of GDI. develop and perform the Training Needs Analysis as needed for all company personnel. prepare the Job Criticality Assessments. implement and monitor the professional and career development for Nationals in the assigned departments in their operational areas to ensure that performance outcomes are achieved. design Performance Improvement Plans (PIPs) and Career Ladder with HR Business Partner (HRBP) and line managers as per the Performance Improvement process for employees who are underperforming in their current positions. prepare the annual budget for learning and development ensuring alignment with strategic organizational goals and the overall L&D budget. report on the status, effectiveness, and progress of learning programs to the line supervisor and direct manager Design & Delivery of Learning and Training Collaborate with all departments to identify training needs and create targeted learning solutions. Design training materials such as presentations, e-learning modules, assessments, and job aids. Ensure learning content, tools, and assessments meet the company’s required standards Upload the learning and development materials to the OFLMS. Facilitate classroom, virtual, and on-the-job training programs. Deliver training and learning programs. Work on delivering learning programs using blended learning models, including on-the-job training, e-learning, and available Oracle Fusion Learning module/features. Design and deliver Qatarization programs. Design and deliver Ethic and Compliance training programs. Administration and Coordination of Learning and Training Plan and schedule internal and external training programs, ensuring minimal operational disruption. Maintain training calendars and communicate training and learning schedules to eligible personnel. Maintain accurate training records within LMS and HR systems. Prepare reports, dashboards, and analytics on training participation, compliance, and effectiveness. Support training-related audits. Administer the implementation of company’s competency assessments. Administer the implementation of the On The Job Training programs, OJTs. Competency & Certification administration Support the development, implementation and administration of competency assurance programs for all company personnel. Coordinate for the learning and development programs as needed. Monitor employee compliance with the learning and development plans and programs. Work on obtaining training certificates after training completion. Evaluate training effectiveness using assessments, feedback, and performance indicators. Recommend improvements to training programs based on operational feedback and industry best practices. Strengthening the Learning culture Equip line managers with learning tools, coaching techniques, and feedback frameworks to support on-the-job development and continuous learning. Promote a culture of learning by enabling leaders to conduct development conversations and reinforce desired behaviors. Gather feedback from managers on the real-world application of learnings by their direct reports and use it to inform continuous improvement. Qatarization Monitor evaluations and collaborate to recommend appropriate placements for the National trainees into established roles. Provide ongoing coaching and guidance to National employees to foster engagement, enhance performance, and support long-term retention. Learning Effectiveness & Governance Ensure all learning initiatives comply with the company’s policies, procedures, and goals. Maintain accurate training records, catalogs, attendance data, and generate compliance reports as needed. Establish systems to assess and measure learning effectiveness, including post-training evaluations, behavioral change observations, and competency assessments. Ensure the learning program relevance, quality, and its alignment to the budget Track key learning program completion, and feedback ratings. Collaboration with the work teams Work collaboratively with cross-functional teams and stakeholders to ensure alignment of HR initiatives with overall business objectives Build and nurture strong working relationships across departments to foster teamwork, knowledge sharing, and effective problem-solving Safety Responsibility Conduct all works activities in line with GDI Goal Zer0 initiative, to stay safe at all times by not taking on any task(s) that are perceived to be unsafe; comply with the company QHSE procedures. Report all incidents or near misses to supervisor/manager or QHSE representatives #J-18808-Ljbffr