Learning & Development Manager

The Learning & Development Manager is responsible for developing, implementing, and evaluating the organization’s learning and development strategy. The role leads the design and delivery of training initiatives that strengthen employee capabilities, leadership effectiveness, service excellence, and organizational performance.

The position partners closely with senior leadership, department heads, and managers to identify development needs, build talent pipelines, drive employee engagement, and ensure compliance with organizational, regulatory, and service standards.

Key Responsibilities

Learning & Development Strategy Develop and implement the annual Learning & Development strategy and training plan aligned with organizational objectives. Conduct organization-wide and departmental training needs analyses and translate findings into targeted development programs. Establish learning priorities based on business needs, employee performance, engagement results, and organizational requirements. Develop and maintain structured learning pathways, career development programs, and competency frameworks.

Evaluate the effectiveness and business impact of training programs and continuously improve learning initiatives. Training & Facilitation Lead the planning, coordination, and delivery of induction, technical, behavioral, leadership, and service excellence training. Facilitate workshops, leadership programs, coaching sessions, and employee development initiatives. Develop and maintain training materials, presentations, facilitator guides, and learning resources.

Identify and implement innovative learning methods, including blended learning, e-learning, coaching, and experiential learning. Ensure training programs are engaging, relevant, practical, and aligned with organizational standards. Forbes & Service Excellence Lead the organization’s Forbes training and compliance initiatives, ensuring relevant employees understand and consistently apply required service standards. Coordinate Forbes-related training programs, assessments, and follow-up activities.

Monitor training compliance and identify gaps in service standards or employee knowledge. Partner with operational departments to embed luxury service standards into daily practices. Support preparation for relevant quality assessments, audits, and service evaluations. Talent & Performance Development Partner with managers to support performance management and employee development. Identify high-potential employees and support talent development and succession planning initiatives.

Develop leadership and management development programs. Support individual development plans and career progression opportunities. Establish coaching and mentoring initiatives to strengthen internal talent pipelines. Employee Engagement & Culture Develop initiatives that promote employee engagement, recognition, retention, and a culture of continuous learning. Analyze employee feedback and engagement results to identify development opportunities.

Collaborate with HR and department leaders on initiatives that strengthen organizational culture and employee experience. Compliance & Reporting Ensure mandatory training and compliance programs are completed within established timelines. Maintain accurate and confidential training and employee development records. Prepare monthly and annual L&D reports, dashboards, KPIs, and management presentations.

Monitor training hours, participation, completion rates, training costs, evaluation results, and other relevant L&D metrics. Ensure learning programs comply with applicable UAE Labour Law, company policies, and regulatory requirements. Leadership & Stakeholder Management Lead and develop the Learning & Development team, providing coaching, guidance, and performance feedback. Manage relationships with external training providers, consultants, and learning partners.

Establish training budgets and monitor expenditure to ensure effective use of resources. Build strong partnerships with senior management, department heads, and other key stakeholders. Represent the L&D function in management meetings and organizational projects.

5–7 years of professional experience in Learning & Development, Human Resources, Talent Development, or a related field, with relevant management or supervisory experience. Proven experience in developing and implementing organization-wide learning and development strategies. Strong expertise in training needs analysis, program design, facilitation, training evaluation, and learning effectiveness. Demonstrated experience in leadership development, talent management, succession planning, and performance management.

Experience managing Forbes training and compliance requirements, preferably within a luxury hospitality or service environment. Strong knowledge of luxury service standards, employee experience, and service excellence is an advantage. Excellent communication, prese