Core Competencies:

• Ethics. Works with integrity; Upholds organizational values.

• Dependability. Follows instructions, responds to management direction; results oriented and committed to achieving objectives and tasks as required.

• Teamwork and Collaboration. Exhibits objectivity and openness to others views; Gives and welcomes feedback; Contributes to building a positive culture. Communicates effectively.

• Professionalism. approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration; Accountable of all actions and decisions.

• Organizational Support. Follows policies and procedures; Completes administrative tasks correctly and on time; Supports organization’s goals and values.

• Quality Management. Looks for ways to improve and promote quality; Demonstrates accuracy and thoroughness.

• Decision Making. Analyzes each situation, looking for opportunities to make any situation more beneficial for the company. Participates effectively in communication to achieve optimum results.

Role Purpose:

Responsible for designing and delivering high-impact learning programs with a primary focus on executive development, including direct training and capability-building support for the CEO. Develops tailored learning strategies aligned with organizational goals, creates customized instructional materials, and ensures effective knowledge transfer at the leadership level. Oversees the full L&D function, manages the L&D team, tracks performance metrics, and continuously refines development initiatives to support both executive and organizational growth.

Tasks required:

• Executive Training & Support
• Design and deliver personalized development programs for the CEO.
• Conduct regular one-on-one coaching sessions to address leadership, operational, or strategic skills.
• Identify key competency gaps and recommend learning pathways.
• Source or develop executive-level resources and tools tailored to the CEO’s goals.
  
• Learning Strategy Development
• Create and implement the overall L&D strategy aligned with business objectives.
• Set short- and long-term learning goals for leadership and organizational growth.
• Evaluate industry trends to recommend innovative learning approaches.
  
• Instructional Design
• Develop engaging training content, modules, and materials for different learning styles.
• Customize learning experiences for senior-level executives and leadership teams.
• Utilize digital platforms (e-learning, LMS) to deliver scalable programs.
  
•       Training Delivery
• Facilitate live sessions, workshops, and webinars—both in-person and virtual.
• Ensure training programs are interactive, measurable, and outcomes-driven.
• Adapt delivery methods based on feedback and effectiveness.
  
• Performance Measurement & Reporting
• Track progress of the CEO’s development plan and learning outcomes.
• Use KPIs and feedback to measure training effectiveness.
• Report learning impact and recommend improvements regularly.
  
• Team Leadership & Collaboration
• Manage and mentor the L&D team to ensure consistent program delivery.
• Coordinate with department heads to align training initiatives with functional needs.
• Collaborate with external consultants or trainers as needed.
  
• Continuous Improvement
• Stay updated on best practices in executive education and adult learning.
• Refine training programs based on evolving company goals and leadership demands.
• Foster a culture of continuous learning across the leadership team.

Requirements:

• Bachelor’s degree in Education, Human Resources, Organizational Development, Psychology, or a related field (Master’s degree preferred).
• Minimum of 5–7 years of experience in Learning & Development, with at least 2 years in a senior or managerial role.
• Proven experience designing and delivering executive-level training programs, preferably working directly with C-suite leaders.
• Experience managing an L&D team and overseeing organization-wide training initiatives.
• Excellent collaboration and communication skills with internal teams and stakeholders.
• Knowledge of adult learning theories, instructional design models (ADDIE, SAM, etc.), and digital learning strategies.
• Experience designing training for remote workforces is a strong advantage.
• Certification in coaching, training, or instructional design (e.g., ATD, CIPD, ICF).
• Experience in leadership development, change management, or organizational transformation.