Rbs Head

Retail Business School Head - Learning & Development

Role Purpose:
Aiming to leverage best practices and career development opportunities for Carrefour employees, Majid Al Futtaim’s Retail Business School (RBS) Head role is focused on the mission of onboarding, developing and retaining talent through strategic planning and best operational management practices. Working with the Learning and Development Team and in close partnership with its Center of Excellence, the RBS Head will be responsible for the management of the end-to-end lifecycle of the training center. The role plays a critical role in establishing parentships with the local communities envisioning the development of global talent and innovation magnet for professionals working in the retail sector. Role Details - Key Responsibilities and Accountabilities:
Managing RBS Operations
- Drive execution of the daily RBS operational plan ensuring best practices are maintained to build capability across the organization on knowledge, ability to plan, performance and efficiency
- Outline operational and stakeholder needs, to effectively plan strategize and execute business plans and projects
- Conduct development initiatives and operational leadership programs across MAF Retail
- Support and manage the design of the RBS operational model in country and manage operations across the various locations providing strategic input
- Aligned with the manpower plan and identified development needs, oversee the training calendar, ensure effective scheduling, successful delivery of initiatives/ programs
- Mitigate and solve for barriers affecting performance and impact of the RBS in the regio
- Ensure that the business needs are being met by evaluation and moderation of ongoing plans, initiatives, programs, and schools
- Implement operational/performance plan to deliver strategic objectives based on MAF Retail KPI outputs
- Manage the end-to-end facility, adhering to the assigned budget, contracts and engaging with human resources

Team Management & Collaborative Partnership
- Provide effective input, pilot and launch career development programs for all operational & services roles, local talent, D&I, amongst others
- Review Performance outputs with relevant stakeholders and adapt effective training plans to achieve should gaps arise
- Model effective change leadership by partnering with the MAF Retail leadership, workforce and learning and development stakeholders
- Guide teams to adopt a holistic view of talent management requirements by incorporating Learning, Career Development and Succession Planning
- Ensure teams deliver the curricula and use effective training methodology adapted to the target audience
- Coach teams to drive impact and promote accountability by setting ambitious goals and outcomes
- Provide mentorship/ learning development roadmaps to the business for the purpose of developing a continuous talent pipeline for key roles
- Role model digital transformation and coach the organisation to learn using innovative technological solutions
- Select partners to provide training and ensure that chosen service providers correspond to the company needs, review the performance, renew or cancel existing contracts based on feedback and performance review
- Monitor if learning content is delivered as per MAF guidelines and covers all relevant compliance requirements

Quality Assurance
- Drive intellectual capability and process the vision of certifying RBS as a recognized training provider by relevant external entities
- Promote and support company policies, mission, vision, and values in effort to standardize compliance across the region
- Effectively identify the performance standards, measuring the progress and aligning the RBS with strategic goals as per organizational forecast
- In collaboration with Risk & Compliance, ensure regulatory compliance with all governing bodies pertaining to Health & Safety, Food Safety and other applicable
- In collaboration with Operational Excellence, recommend strategic learning interventions based on ROI, assigned resources and defined L&D metrics

Specific Market Need
- In line with Egypt market needs set onboarding best practices across all Carrefour business units in the region
- In line with identified capability development journey, drive change by upskilling 100% of the workforce in the region
- In line with the retention strategy of the company, ensure Career Development Programs are rolled out to build talent pipeline
- In line with the customer centricity of the business, drive change by promoting and refreshing the workforce with best CX practices

KPIs
- Evidence of learning impact on business overall performance
- Quality of learning interventions - NPS scores
- Knowledge retention indicators
- Evidence of impact of learning
- ROI (productivity)
- Cost efficiency against budget

Functional/Technical Competencies Keys to success - Role model MAF leadership competencies - Collaborative partner, critical th