Job Description
Location Cairo, Cairo Governorate, Egypt Job Purpose: Help with the ongoing, long-term improvement of BBU-NE employees' skills, enabling them to fulfil their potential within their organisation. Assess the skills and knowledge within BBU- NE and determining what training is needed to grow and retain these skills. Build an action plan and coordinate the effective execution in due time in order to enhance on the job effectiveness at different levels of BBU-NE. Designing, Implementing & overseeing the BBU-NE organization’s talent management programs to ensure the onboarding, development and retention of high quality employees. Lead the creation and execution of Enabling Functions developmental initiatives that enhance leadership skills among middle and senior management, promoting a culture of ongoing learning and organizational success. Collaborate through different projects with Maghreb L&T team to drive NEMAG level initiatives across TAs when needed. Motivate and lead the L&T team and create a high-Contribution, results-based culture.Key Areas of Responsibility:Field Coaching Responsible for coaching FLSMs and supervise the coaching plans & outcomes for his/her team members. Assures quality coaching through continuous review of the coaching reports and feedback delivered to BBU-sales team. Produces quarterly Qualitative and Quantitative Coaching Reports. Designs and Implements Corrective actions to sustain strong field implementation.Workshop Facilitation: Leading the delivery of the proper Induction workshops to newly hired BBU team to ensure readiness for field activity on time. Lead the delivery of Training Curriculum Workshops for BBU Sales Function in NE. Design and implement a tailored learning and development programs for enabling functions, focusing on enhancing skills, fostering leadership capabilities, and promoting continuous professional growth. Follow up on post-training activities of different workshops. Helps in collecting developmental needs from Line Managers, TNA. Developing a robust training plan for BBU team based on the training needs analysis exercise. Share examples of good Developmental objectives. Review Individual Development plans and assure high quality implementable plans for the BBU teams Provides developmental solutions and options to managers and colleagues to enrich developmental plans. Sets a strong example by Self-development plans.Talent Management-BBU : Involves in BBU strategic workforce planning, succession planning, performance Development, leadership development, employee engagement, and talent acquisition strategies. Align talent management practices with organizational goals and objectives, fostering a culture of continuous learning and professional growth. Plays a critical role in identifying talent gaps, developing talent pools, and ensuring that the organization has the skilled and motivated workforce needed to achieve its strategic ambitions. Responsible on Managing BBU- Succession plan readiness progress, and find the suitable learning & Development tools/Actions using the 3E’s module.Collaboration: Plays a highly collaborative role where he builds solid cross-functional relationships with departmental heads and management across the business. He partners with other Learning & Talents staff in order to determine program priorities, roll-out plans, set program deadlines, and ROI analytics. Also collaborates with departmental heads and managers, in order to identify areas that requiring training and also to develop program requirements unique to each TA within BBU. He also works closely with key stakeholders in addressing gaps in the overall training mission.Analytics: Also plays an analytical role where he conducts current and ongoing strategic assessments of business-wide training and development programs and initiatives. In this capacity, he is tasked with the creation of testing and evaluation processes of the effectiveness of training programs. Measures program delivery quality, which ensures continuous improvement, maintenance, and adjustment in program delivery approaches accordingly in order to maintain pace with business growth.Knowledge: Is also responsible for maintaining knowledge in the department, keeping it up to date with the latest training practices, trends, and technology. models best practices in training and development activities in order to ensure maintenance of top notch training programs, which implies top notch performance.Leadership: Is responsible for guiding and developing the NE BBU Learning & Talent team, ensuring that managers and associates are equipped with the necessary skills and resources to excel in their roles. Models exemplary leadership practices and fosters an inclusive and collaborative team environment. Encourages continuous professional and personal growth, setting clear expectations and providing constructive feedback to maintain high contribution and drive organizational success.BehavioralCompetencies RequiredCommunicates Effectively Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, disseminates knowledge, insights, and updates in a polished, precise, and compelling manner. Demonstrates a deep interest in others' comments. Creates rich documents and reports.Manages Complexity Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, looks at complex issues from multiple angles; explores issues to uncover underlying issues and root causes; sees the main consequences and implications of different options. Builds partnerships and works collaboratively with others to meet shared objectives. For example, readily involves others to accomplish goals; stays in touch and shares information; discourages "us versus them" thinking; shows appreciation for others' ideas and input.Develops Talent Develops people to meet both their career goals and the organization's goals. For example, shares own experience and expertise with others if asked. Provides constructive feedback and other support for other people's development.Ensures Accountability Holds self and others accountable to meet commitments. For example, holds self to high standards and consistently honours policies, procedures, and work requirements. Scrupulously ensures all work is correct.Decision Quality Makes good and timely decisions that keep the organization moving forward. For example, knows when to act independently and when to escalate issues. Integrates various inputs, decision criteria, and trade-offs to make effective decisions. Typically makes good independent decisions.Plans and Aligns Plans and prioritizes work to meet commitments aligned with organizational goals. For example, strengthens alignment and coordination between own work and others', providing well-sequenced activities and exact time frames. Foresees and resolves many potential bottlenecks and delays.Optimizes Work Processes Knows the most effective and efficient processes to get things done, with a focus on continuous improvement. For example, pursues, explores, and develops ways to ensure own work is as effective as possible within all relevant processes. Shares an analysis of process problems with stakeholders; discusses how to resolve the issue.Minimum Criteria Medical/Pharmaceutical background is a must, with BBU knowledge is a plus. Experience in Learning & Development function (+5 years). Experience in Pharmaceutical Industry (+3 years). Previous experience with people coaching (at least 2 years). Fluent English language (Must). Excellent Command of Microsoft Office Suite.* This position will require travel to fulfil various tasks, proje
