PURPOSE & OVERALL RELEVANCE FOR THE ORGANIZATION
Are you ready to shape the future of learning and development within our global Supply Chain Management (SCM) organization? This newly created role offers an exciting opportunity for an experienced and passionate learning professional to leave their mark on the professional and personal growth of our people. If you’re passionate about continuous learning, talent development, and fostering a culture where standing still is not an option, we want to hear from you.

 

As Senior Manager Learning, you’ll be pivotal in fostering skill development, scaling learning content and reach across our global organization, and creating a strong learning culture. This role goes beyond traditional L&D—it's about ensuring that every member of our SCM community feels empowered and equipped to grow both professionally and personally. Reporting to the Director Global SCM Learning, you’ll have the unique opportunity to work on initiatives that directly shape our organization’s success.

 

KEY RESPONSIBILITIES

Learning Experience Development: Create engaging and impactful learning experiences that address the specific needs and opportunities within SCM. Ensure content is relevant, practical, and actionable for employees across global regions. Content Creation & Delivery: Collaborate with Subject Matter Experts (SMEs) and Learning Champions to design high-quality learning content. Oversee the delivery of programs through diverse methods such as workshops, e-learning and on-the-job training.  Stakeholder Collaboration: Work closely with senior SCM stakeholders to ensure learning initiatives meet business needs. Program Management: Manage the implementation of learning programs, ensuring their effectiveness and efficiency. Continuously monitor and refine programs based on feedback and evolving business needs. Community, Communication & Engagement: Actively promote the learning offering through clear, engaging communication strategies. Foster a vibrant learning community by engaging employees, SMEs, and Learning Champions in ongoing conversations about development opportunities. Use platforms, campaigns, and feedback loops to build awareness and enthusiasm around learning initiatives. Measuring Learning Impact: Develop and work with metrics and evaluation frameworks to measure the effectiveness and impact of learning programs. Use data-driven insights to demonstrate ROI, track progress against organizational goals, and continuously improve learning strategies.

KEY RELATIONSHIPS

Stakeholders can relate to the following core functions: SCM SLT members Leaders of all SCM functions and markets SCM Learning Champions & SMEs SCM HR and HR Center of Expertise  Continuos Improvement Team Other functional L&D Leads Project Managers and PMOs Head Office Teams Finance Procurement External SMEs Vendors

KNOWLEDGE, SKILLS AND ABILITIES 

L&D Expertise: Proven experience in designing and implementing effective learning programs using diverse methods and technologies to meet business needs. Supply Chain Knowledge: Familiarity with SCM principles, practices, and industry trends is an advantage but not mandatory. Analytical Skills: Strong ability to analyze data to identify trends, skill gaps, and training needs, and to leverage insights for continuous improvement. Digital Tools Expertise: Familiarity with learning management systems (e.g., LMS platforms) and e-learning design tools (e.g., Articulate Rise, Storyline, or similar). Communication: Excellent verbal and written communication skills, with the ability to present ideas clearly and tailor messages for different audiences through appropriate channels. Stakeholder Management: Experience collaborating with a wide range of stakeholders, including senior leaders, peers, internal teams, external vendors, and educational institutions. Demonstrates the ability to navigate complex organizational structures. Project Management: Competence in managing L&D projects from briefing to delivery, including coordinating project resources and team members.  Continuous Learning: Strong commitment to personal and professional development, staying updated on the latest trends and best practices in learning and development.

REQUISITE EDUCATION AND QUALIFICATIONS 

Bachelor's degree in relevant discipline (e.g., Human Resources, Business Administration, Organizational Psychology) or a related field. 8 years of relevant work experience in multinational environment with regional or matrix organization exposure. Proven expertise in designing curricula, delivering training programs and learning experiences, evaluating program effectiveness, and managing end-to-end L&D projects.