Global Learning

hace 2 semanas

Zaragoza, Zaragoza, España Ferrovial A tiempo completo

Job Summary

The Global Learning & Development Manager will be responsible for designing, implementing, and managing comprehensive learning and development programs across all regions and levels within Ferrovial. This role will play a crucial role in fostering a culture of continuous learning and skill development to drive employee engagement, retention, and organizational growth.

Key Responsibilities

1. Strategic Planning: Develop and execute a global learning and development strategy aligned with organizational goals, Ferrovial HR group priorities, and geographies' needs. Collaborate with stakeholders to work on key competencies and skills required for current and future business needs. Implement global policies and processes related to training & development at a global level. Enhance the virtual learning campus and promote the University by Ferrovial brand at a global level.

2. Program Design and Implementation: Improve the current employee experience in their career advancement by designing and delivering learning career paths for critical roles and leadership development programs at a global level. Ensure consistency and relevance of learning programs across different regions and business units, considering what is already in place. Tailor training programs to meet diverse organizational needs, including digital plans. Offer mentorship programs or peer-to-peer learning opportunities to facilitate employee knowledge sharing and skill transfer. Coordinate and leverage the digital learning portfolio to improve the current experience of employees. Responsible for the design and implementation of the annual training plan in Spain, working closely with the HRBP.

3. Content Development: Oversee creating and customizing learning content and development programs for ILOM region and global businesses, leveraging internal resources, subject matter experts, and external vendors. Coordinate curating a library of resources and materials to support employee development at all levels. Keep abreast of industry trends and best practices in learning and development to enhance program effectiveness continually.

4. Critical Talent Development: Manage the talent management process to identify, nurture, and develop a pool of critical talent to meet future workforce needs. Keep updated on the base date of the development initiatives of the critical talent pool.

5. Performance Evaluation and Measurement: Establish metrics and KPIs to assess the impact and effectiveness of learning initiatives. Analyze data and feedback to identify areas for improvement and make data-driven decisions. Prepare regular reports and presentations for stakeholders to communicate program outcomes and ROI.

6. Stakeholder Engagement: Build strong relationships with key stakeholders, including HR Group, HR business partners, department heads, and external training providers.

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