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Learning & Development Senior Specialist

Reza Investment Company Ltd.
Jeddah, KSA
Full Time
Senior
Onsite
1 months ago
Training Needs AnalysisInstructional DesignLearning Management System (LMS)Performance AnalysisChange ManagementLeadership
Free

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Training Needs AnalysisInstructional DesignLearning Management System (LMS)
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Purpose of the Role

  • The Learning & Development Senior Specialist plays a key role in strengthening Reza’s organizational capability by designing, implementing, and evaluating learning initiatives that build technical, behavioral, and leadership competencies across all business units.
  • This position drives a culture of continuous learning and talent growth by aligning development programs with corporate strategy, SFIA frameworks, and People & Culture priorities.
  • The role also contributes to organizational development initiatives—supporting change management, career progression, and leadership readiness—to enhance performance and employee engagement.
  • Operating under general direction, the incumbent applies expertise in learning design, delivery, and analytics to ensure the development of a future ready workforce across Reza’s operations in Saudi Arabia and the GCC.

Key Responsibilities Learning Strategy & Governance

  • Conducts training needs analysis (TNA) in collaboration with HRBPs and line managers.
  • Develops and manages the annual learning plan and training calendar.
  • Ensures alignment of L&D programs with strategic business goals and SFIA competency frameworks.
  • Monitors L&D KPIs and reports performance metrics to HR leadership.

Program Design & Delivery

  • Conducts training needs analysis (TNA) in collaboration with HRBPs and line managers.
  • Develops and manages the annual learning plan and training calendar.
  • Ensures alignment of L&D programs with strategic business goals and SFIA competency frameworks.
  • Monitors L&D KPIs and reports performance metrics to HR leadership.

Leadership & Talent Development

  • Develops programs for leadership readiness and succession planning.
  • Collaborates with HRBPs to design and implement Individual Development Plans (IDPs).
  • Facilitates talent review and capability mapping sessions.
  • Tracks and measures leadership pipeline strength.

Organizational Development Initiatives

  • Supports competency framework implementation and role based capability mapping.
  • Contributes to engagement programs and organizational culture initiatives.
  • Assists in change management and internal communication campaigns.
  • Partners with business leaders to translate OD insights into actionable plans.

Learning Systems & Reporting

  • Manages LMS (Learning Management System) data accuracy and reporting.
  • Tracks training completion, feedback scores, and impact metrics.
  • Generates monthly dashboards on learning hours, participation, and budget utilization.
  • Ensures system integration between L&D records and HRIS data.

Stakeholder Engagement

  • Partners with business heads to ensure learning solutions meet operational needs.
  • Works with Finance to manage L&D budgets and training related expenses.
  • Engages external accreditation bodies and certification agencies.
  • Communicates development results and insights to HR leadership.

KPIs & Measures of Success

  • Full implementation of SFIA competency framework within targeted functions.
  • Leadership pipeline coverage ≥ 90%; percentage of roles with completed IDPs.
  • On time completion of learning reports; training ROI ≥ 3:1; adherence to budget ≤ ±5%.

SFIA Level 4 Behavioral Competencies

  • Autonomy: Operates independently under general direction; delivers results within defined policies and standards; escalates major issues where necessary.
  • Influence: Engages stakeholders across HR and business units; promotes a culture of learning and capability growth.
  • Complexity: Handles a variety of complex learning and OD projects requiring structured coordination and analytical insight.
  • Business Skills: Demonstrates strong planning, facilitation, and communication skills; applies commercial awareness to maximize L&D ROI.

Education & Experience

  • Education: Bachelor’s degree in human resources, Business Administration, Psychology, or a related field.
  • Experience: Minimum 5–7 years of experience in Learning & Development with exposure to Organizational Development.
  • Certifications: CIPD, SHRM, ATD, or preferred equivalent certification.
  • Sector Knowledge: Experience in manufacturing, FMCG, or service based organizations is an advantage.
  • Systems Knowledge: Proficiency in LMS, HRIS, and digital learning platforms.

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