LEARNING & DEVELOPMENT SPECIALIST | BMW

To contribute and enable a strategic and holistic approach to HR Development, by developing processes and tools to develop associates for current & future roles, whilst developing future talent and critical skills capability.LEARNING & DEVELOPMENT SPECIALIST | BMW

Key accountabilities of the function LEARNING & DEVELOPMENT SPECIALIST | BMW
(pls. use suitable verbs as agree, verify, operate, support, prepare, decide, etc.)

Develop the training needs process, consult with business & develop an annual training calendar based on

priority needs.

Translate business strategies into customized, local leadership development programs and ensure full

process chain from concept development to delivery, including procurement and contractor management such as the Process Leader Programme.

Oversee People With Disabilities (PWD) programme, i.e. procurement and contractor management.

Manage graduates i.e. results, resignations & rotation schedule LEARNING & DEVELOPMENT SPECIALIST | BMW

Drive employee engagement strategy by partnering with human resources teams and business leaders to implement employee engagement strategies, such as development of talent systems, mentoring programs, succession planning, and more.

Develop new starter orientation and onboarding experiences for new employees, to identify high potential individuals, determine work abilities, and professional support needed to engage and retain new talent.

Develop, implement and facilitate Global leadership development formats like Leadership Platform and

adapt to local business needs.

Source, evaluate & facilitate LEARNING & DEVELOPMENT SPECIALIST | BMWe use of external service providers as required, whilst creating & maintaining a reputable vendor database.

Conduct Talent Assessments by utilizing leadership development strategies, tools, and processes to identify learning needs and employee competencies. This will inform key skill gaps and identify employee readiness, talent gaps, and retention risks.

Plan budget and monitor defined KPI’s.

Measurement of the effectiveness of all implemented learning and development programs, by regular

monitoring and reporting of training data and statistics. Analysis of data to enable improvement of employee abilities and strengthening the skill set of a company’s existing workforce.

Remain abreast of best practice training methodology through research & benchmarking, as well as the latest legislation to ensure legal compliance.

Build & implement plans for development projects that ensure transfer of capability & sustainability of skills & processes.

Establish and maintain the networks within the Region, Group and other markets for Professional Development related information exchange & experience sharing.

Impact on innovations and changes LEARNING & DEVELOPMENT SPECIALIST | BMW

(What is the expected extent of change of a function in terms of processes, systems, etc.?)

Innovative & forward-thinking talent programmes to support business with competent individuals to fill the talent pipeline

Purpose and subject of the interaction/communication with internal/external interfaces, negotiating mandate

(e.g. What is communicated how to whom?)

Consult with internal stakeholders – identify and understand needs with regards to training & people development requirements.

Partner with human resources teams and business leaders to implement employee engagement strategies.

Talent systems, mentoring programmes, succession planning.

Negotiate terms, service level agreements etc with external suppliers in accordance with purchasing processes.

BMW Group network to ensure need based, bespoke training offerings and people development activities.

Educational Background / Professional Knowledge and Experience / Other Skills

Education

Bachelor’s Degree in HR Management, Psychology, Education or equivalent; Honours and/or a Master’s degree is an added advantage

Work experience, Leadership experience LEARNING & DEVELOPMENT SPECIALIST | BMW

This role is suited to a candidate with Manufacturing Sector Experience and a largely blue collar worker environment.

Minimum 7 years’ experience in training program design and development

Minimum 7 years’ experience with learning systems and learning management platforms

Minimum 3 years’ experience in strategic change interventions

Additional skills: special skills / technical ability etc. ith the HRBP’s to implement employee development strategies, hence a good knowledge base of the HR area is key.

Collaborative leadership – working with various leadership stakeholders to steer overall talent development strategies.

Data analysis – ability to collect, gather and analyse data and present concise actionable results

Program management – competency to deliver employee development programs and manage multiple resources to achieve objectives

Instructional development – understanding adult learning methods and instructional design is essential to create effective training materials.

Public speaking – must be able to clearly present on a wide variety of career related topics.

MS Office Suite (Excel, Word, PowerPoint and Outlook) & Learning Management systems.

The ideal canidate is a self-starter, resilient, resourceful, a team player and thrives in a fast paced, demanding work environment.