Learning and Development Lead
Al Futtaim Group · Al Nahda 1 - Al Nahda - Sharjah, UAE ·
- Seniority
- Lead
- Category
- HR
Company overview
Established in the 1930s as a trading business, Al-Futtaim Group today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United Arab Emirates. Structured into five operating divisions: automotive, financial services, real estate, retail, and healthcare; employing more than 35,000 employees across more than 20 countries in the Middle East, Asia, and Africa, Al-Futtaim Group partners with over 200 of the world's most admired and innovative brands. Al-Futtaim Group’s entrepreneurship and relentless customer focus enables the organisation to continue to grow and expand; responding to the changing needs of our customers within the societies in which we operate.
By upholding our values of respect, excellence, collaboration, and integrity, Al-Futtaim Group continues to enrich the lives and aspirations of our customers each and every day.
Role purpose
Al-Futtaim Financial Services Division operates across several markets in the GCC and Asia. The division includes regulated financial services companies and rental and leasing companies. Products and services include consumer lending, automotive finance and leasing, credit cards, corporate and SME lending, payment infrastructure, and private banking.
The Learning & Development Lead defines and delivers the Financial Services learning agenda, building leadership, behavioural, and professional capabilities that drive business performance and culture transformation. Partnering with HR and business leaders, the role shapes learning strategy, translates capability needs into impactful solutions, and fosters a culture of continuous learning across the division.
Key accountabilities
Lead the design and execution of a cohesive learning strategy aligned to division’s priorities.
Define core behavioural and leadership capabilities required for current and future business needs.
Ensure learning interventions directly support organisational performance, engagement, and talent outcomes.
Design high-impact learning journeys covering leadership, communication, collaboration, mindset, and professional effectiveness.
Apply blended learning approaches.
Act as lead designer/facilitator for flagship programmes and leadership initiatives.
Act as a trusted learning advisor to divisional HR and business leaders.
Diagnose capability gaps using data, stakeholder insights, and workforce trends.
Translate business challenges into targeted, scalable learning solutions.
Establish clear success measures for learning effectiveness and ROI.
Use analytics and feedback to continuously refine learning offerings.
Embed a performance and outcome driven approach to learning.
Leverage digital platforms, LMS, and learning technologies to scale learning access.
Introduce modern, learner-centric approaches (microlearning, social learning, virtual delivery).
Stay current on L&D trends and apply best practices pragmatically.
Select and manage external vendors to deliver best in class content and facilitation.
Lead complex, cross-functional learning projects end to end.
Ensure cost effective delivery without compromising quality.
Knowledge, skills & experience
Candidate information
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