talent development director

PopStroke

<div>About PopStroke
PopStroke is a founder-led brand built by people who believe energy creates results and culture creates momentum. We aren&rsquo;t here to simply run venues &mdash; we&rsquo;re here to build something special together.
At PopStroke, every team member has limitless potential to become who they want to be. We encourage bold ideas, celebrate growth, and believe that when you&rsquo;re supported, challenged, and trusted, you rise.
We solve problems together, jump in, and move the needle every day because we care. We lead with ownership, back each other up, and never lose sight of the fun along the way.
This mindset; the drive, the heart, the teamwork is what we call The PopStroke Way. 
Our Core Values
Make It Fun
If it&rsquo;s not fun, rethink how we&rsquo;re doing it. 
We bring creativity, positivity, and joy into everything we do, from guest interactions, doing hard things, and how we support one another.
Bring the Energy
Your vibe sets the tone. 
Every leader and team member influences the experience. Show up with enthusiasm, optimism, and presence.
Roll Up Your Sleeves
See it. Fix it. Jump in.
We are hands on problem solvers that jump in and become part of the solution. We leave things better than we found them.
Own It
Live your role with an owner&rsquo;s mindset. 
We take pride in our work, hold ourselves accountable, and treat the business like it&rsquo;s our own.
Get Off the Hamster Wheel
Don&rsquo;t repeat yesterday &mdash; rethink, improve, grow. 
We challenge &ldquo;the way it&rsquo;s always been done&rdquo; and are always looking for better ways to serve our guests and each other 
Role Purpose
The Director of Talent Strategy &amp; Development is the architect of PopStroke&rsquo;s talent engine &mdash; responsible for attracting, onboarding, training, and developing the leaders and teams that power our venues. This role owns the full talent lifecycle: from hiring the right people, to ensuring an exceptional onboarding and training experience, to building leadership capability and bench strength across the organization. Embedded in the business and closely partnered with Operations, this leader ensures our venues are staffed, prepared, and continually developing strong talent ready to scale with our growth.
This is a strategic talent leadership role with operational impact. 
Core Responsibilities
Talent Acquisition &amp; Workforce Planning (Primary Focus)<ul><li>
Lead full-cycle recruiting strategy for venue leadership and key roles (OP, AOP, KM, and beyond)</li><li>
Partner with Operations to forecast workforce needs and hiring timelines</li><li>
Elevate hiring standards, interview processes, and candidate experience</li><li>
Train leaders on effective interviewing and selection practices</li><li>
Build proactive talent pipelines to support store openings and growth</li><li>
Ensure consistent, high-quality hiring across all venues</li></ul>
Onboarding &amp; Ramp Excellence (Primary Focus)<ul><li>
Design and standardize onboarding experiences that reflect The PopStroke Way</li><li>
Develop structured 30/60/90-day ramp plans for leaders and team members</li><li>
Partner with Training and Operations to ensure onboarding execution is consistent and effective</li><li>
Measure and improve early tenure retention and readiness</li><li>
Support onboarding strategy for new store openings and leadership transitions</li></ul>
Training &amp; Leadership Development (Primary Focus)<ul><li>
Partner with Training to ensure consistent skills development across venues</li><li>
Design and deploy leadership development programs</li><li>
Build clear development pathways from hourly team members to venue leadership</li><li>
Identify high-potential talent and support internal mobility</li><li>
Develop succession plans and leadership bench strength</li><li>
Prepare talent for Special Ops opportunities and expanded roles</li></ul>
Performance &amp; Talent Management<ul><li>
Support performance management cycles and calibration discussions</li><li>
Coach venue leaders on feedback, accountability, and development conversations</li><li>
Align talent development efforts with business performance goals</li><li>
Reinforce a culture of ownership, growth, and continuous improvement</li></ul>
Culture &amp; Operational Partnership<ul><li>
Champion and operationalize The PopStroke Way across venues</li><li>
Support store openings, turnarounds, and leadership transitions</li><li>
Partner closely with People Operations &amp; Compliance to ensure talent strategies align with company policies and risk management</li><li>
Contribute to broader People initiatives as needed</li></ul>
Additional HR &amp; Business Support
While the primary focus of this role is talent strategy and development, the Director will operate as a senior People leader and may assist in:<ul><li>
Select employee relations matters in partnership with People Operations &amp; Compliance</li><li>
Cross-functional People projects and company-wide initiatives</li><li>
Leadership coaching and business advisory support</li></ul>
 Ideal Candidate<ul><li>
8&ndash;12+ years in Talent, HRBP, Learning &amp; Development, or Talent Strategy roles</li><li>
Proven success building recruiting systems and leadership development programs</li><li>
Experience in multi-unit hospitality, retail, or operations-driven environments</li><li>
Strong business acumen with the ability to translate strategy into field execution</li><li>
Executive presence and high emotional intelligence</li><li>
Bachelor&rsquo;s Degree required</li><li>
Master&rsquo;s Degree preferred</li></ul>
PopStroke is an Equal Employment Opportunity Employer.</div>

Director of Talent Strategy and Development

Medical University of South Carolina

<div>Job Description Summary
The Director of HR provides leadership and operational oversight for all human resources and talent development functions across the MUSC Foundation. This role is responsible for designing, implementing, and managing an HR framework that facilitates recruiting, helps our employees, develops leadership, strengthens culture, and organizes training and learning programs. 
 
Reporting to the Senior Director of Administration, the Director ensures that HR policies, learning programs, and people systems are designed to support the Foundation&rsquo;s strategic direction, operational effectiveness, and long-term growth.
Entity
University Medical Associates (UMA) Only Employees and Financials
Worker Type
Employee
Worker Sub-Type
Regular
Cost Center
CC002075 UMA OTHR PAY MUSC Foundation CC
Pay Rate Type
Salary
Pay Grade
Health-32
Scheduled Weekly Hours
40
Work Shift
Job Description
This position is on-site and based in Charleston, SC (Main Campus)
Responsible for the management and coordination of all tasks associated with large operations of high complexity and risk, to include the management and coordination of enterprise operations or a multi-agency operations of the highest complexity and risk. Positions in this class assume highly complex, expert-level operations management responsibilities. Incumbents are responsible for directing or providing operations management consultation for all aspects of the design, development, and implementation of operations
50% Talent Lifecycle Management
The Director oversees the full talent lifecycle, including:<ul>
<li>
Recruiting: Build and support equitable recruiting pipelines that attract high‑quality candidates aligned to organizational needs.</li>
<li>
Onboarding: Deliver a structured onboarding experience with clear expectations and early support.</li>
<li>
Performance &amp; Development: Ensure staff receive consistent performance feedback and have visibility into growth expectations. Design and manage job training and professional development programs.</li>
<li>
Retention: Strengthen culture and employee experience through engagement practices, feedback loops, and manager support.</li>
<li>
Exit &amp; Feedback: Facilitate structured exit processes and trend analysis to improve retention and leadership effectiveness.</li>
<li>
Workforce Analytics: Use HR metrics and lifecycle dashboards to inform staffing decisions, track trends, and support workforce planning and leadership insight.</li>
</ul>
20% HR Operations and Employee Support<ul>
<li>
Oversee all Foundation‑specific HR operations, including job descriptions, onboarding documentation, internal HR procedures, and employee support processes, while coordinating with MUSC Enterprise HR for areas they administer (e.g., benefits, employee relations escalations, HRIS transactions, enterprise compliance policies).</li>
<li>
Serve as the primary liaison to MUSC Enterprise HR, ensuring Foundation staff receive appropriate guidance on enterprise-controlled processes and helping managers navigate MUSC systems, policies, and support channels</li>
<li>
Provide direct supervision and coaching for Foundation HR team members responsible for onboarding, recruitment coordination, learning &amp; development, and staff support.</li>
<li>
Support Foundation managers with routine HR guidance (performance conversations, coaching practices, documentation) while escalating enterprise‑level issues appropriately to MUSC HR partners.</li>
</ul>
20% Learning &amp; Professional Development<ul>
<li>
Oversee the Foundation&rsquo;s Learning Hub and all training content, tools, and job aids.</li>
<li>
Deliver New Manager Training for emerging leaders and assist with content development for quarterly Management Training (all supervisors)</li>
<li>
Develop learning pathways and job‑specific development resources that build measurable capability.</li>
<li>
Coordinate role‑specific and team‑specific training sessions aligned with organizational needs.</li>
<li>
Track training completion and learning participation across the Foundation.</li>
</ul>
10% Strategic HR Leadership<ul>
<li>
Provide guidance on HR operations, talent practices, and workforce needs across the Foundation.</li>
<li>
Serve as the subject-matter expert and primary advisor to the Senior Director of Ensure HR practices are aligned with organizational structure, staffing needs, and leadership expectations.</li>
<li>
Maintain current knowledge of employment law, HR policies, and best practices to ensure compliance.</li>
<li>
Partner with MUSC enterprise HR teams&mdash;including Compensation, Employee Relations, Recruitment, Learning &amp; Organizational Development&mdash;to ensure Foundation HR practices are aligned with enterprise standards, and resources.</li>
<li>
Collaborate with Foundation functional teams to understand workforce needs, advise on staffing strategies, and support leadership development across teams.</li>
</ul>
Education and Experience Requirement:
Bachelor's Degree or equivalent, and 5 or more years of related professional experience, or an equivalent combination of education and experience.
Additional Job Description
Physical Requirements:
Continuous requirements are to work indoors; possess good finger dexterity; maintain tactile sensory functions; maintain 20/40 vision corrected in one eye or with both eyes; maintain good peripheral vision capabilities; and maintain hearing acuity with correction.
Frequent requirements are to perform job functions while standing/upright, sitting, and walking/mobile; fully use both hands and arms; perform repetitive motions with hands, wrists, elbows, and shoulders; perform gross motor functions with frequent fine motor movements; reach in all directions; see and recognize objects close at hand and at a distance; match or discriminate between colors; determine distance and relationship between objects including depth perception; and hear and/or understand whispered conversations at a distance of 3 feet.
Infrequent requirements are to work outdoors in all weather and temperature extremes; work in confined/cramped spaces and dusty areas; kneel and squat to perform job functions; perform pinching operations; lift and carry 15 lbs. unassisted; lift objects up to 15 lbs. from floor level to a height of 36 inches unassisted; and push or pull objects up to 15 lbs. unassisted.
If you like working with energetic enthusiastic individuals, you will enjoy your career with us!
The Medical University of South Carolina is an Equal Opportunity Employer. MUSC does not discriminate on the basis of race, color, religion or belief, age, sex, national origin, gender identity, sexual orientation, disability, protected veteran status, family or parental status, or any other status protected by state laws and/or federal regulations. All qualified applicants are encouraged to apply and will receive consideration for employment based upon applicable qualifications, merit and business need.
Medical University of South Carolina participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: http://www.uscis.gov/e-verify/employees</div>

Director Human Resources - MUSC Foundation

Jeppesen ForeFlight

<div>HRBP Director - Austin, TX

Description 
The HRBP Director serves as a trusted advisor to leaders across multiple functions at Jeppesen ForeFlight. This role supports our organization through strategic partnership, employee relations, organizational effectiveness, talent development, and execution of core HR programs. Operating in a fast-paced, PE-backed carve-out environment, the HRBP plays a key role in shaping a high-performance culture, driving manager enablement, and creating a consistent employee experience across our distributed workforce. The role blends strategic guidance with hands-on execution and requires strong business acumen, sound judgment, and a proactive mindset. Please note this is a hybrid position in Austin, TX. 
Key Responsibilities
<ul>
<li>Partner with senior business leaders to translate organizational goals into people strategies that drive performance, engagement, and effectiveness.</li>
<li>Provide coaching and support on org design, workforce planning, career development, performance management, and manager capability.</li>
<li>Lead and manage employee relations matters, investigations, and conflict resolution with discretion, empathy, and legal alignment.</li>
<li>Support compensation cycles, job architecture work, benefits inquiries, and Total Rewards processes in collaboration with People Operations.</li>
<li>Partner with Talent Acquisition on headcount planning, hiring strategies, interview support, and onboarding effectiveness.</li>
<li>Analyze talent and HR data to identify trends and recommend action plans.</li>
<li>Support enterprise transformation initiatives related to culture, manager enablement, policy modernization, and process improvements.</li>
<li>Ensure consistent application of HR policies and compliance with applicable state and federal regulations.</li> 
</ul>
Basic Qualifications
<ul>
<li>10+ years of progressive HR experience with HRBP exposure</li>
<li>Demonstrated experience supporting senior leaders in Product/R&amp;D org in fast-paced, high-growth, or transformation-driven environments.</li>
<li>Strong working knowledge of HR disciplines: employee relations, performance management, compensation fundamentals, employment law, and organizational development.</li>
<li>Experience conducting investigations and resolving complex employee relations issues.</li>
<li>Proven ability to build trusted relationships with leaders and employees across a distributed workforce.</li>
<li>Excellent communication skills with the ability to coach, influence, and provide clear guidance.</li>
<li>Strong analytical orientation and comfort working with HR metrics.</li>
<li>Ability to operate with high judgment, confidentiality, and professionalism.</li>
<li>Able to sit in a hybrid arrangement, in Austin, TX</li>
</ul>
Preferred Qualifications
<ul>
<li>Experience in a PE-backed, carve-out, SaaS, or aviation-related organization.</li>
<li>Prior experience supporting transformation, change management, or organizational effectiveness programs.</li>
<li>Certification (PHR, SPHR, SHRM-CP/SCP) a plus.</li>
<li>Experience supporting multi-state or global employee populations.</li>
<li>Pilot or aviation enthusiast</li>
</ul>
About Jeppesen ForeFlight 
Jeppesen ForeFlight is a leading provider of innovative aviation software solutions, serving the Commercial, Business, Military, and General Aviation sectors globally. Combining Jeppesen&rsquo;s 90-year legacy of accurate aeronautical data with ForeFlight&rsquo;s expertise in cutting-edge aviation technology, the company delivers an integrated suite of tools designed to enhance safety, improve operational efficiency, and sharpen decision-making. 

Why You Should Join 
At Jeppesen ForeFlight, we know you want a rewarding career. To do that, you need challenging projects, a good work environment, and awesome coworkers. We believe in our employees, and we empower them to make a direct impact on our products and services. We strive to provide employees and their loved ones with a world-class benefits experience, focused on supporting their physical, financial, and emotional wellbeing. Our benefits package includes but is not limited to the following:
<ul>
<li>Medical, dental, vision insurance with Employer paid health premiums</li>
<li>Open PTO Policy</li>
<li>401(k) with up to 10% company matching and immediate vesting</li>
<li>12 Weeks Paid Maternity Leave</li>
<li>4 Weeks Paid Paternity Leave</li>
<li>Flight Training Rewards</li>
</ul>
Pay is based on candidate experience and qualifications, as well as market and business considerations. Summary Pay Range: $187,000 - $215,000 
Jeppesen ForeFlight &ndash; EOE including Disability/Vets | Pay Transparency | E-Verify Participant</div>

Director HRBP- Product/R&D

Airwallex

<div><h2 class="jobSectionHeader">About Airwallex</h2>
Airwallex is the only unified payments and financial platform for global businesses. Powered by our unique combination of proprietary infrastructure and software, we empower over 200,000 businesses worldwide &ndash; including Brex, Rippling, Navan, Qantas, SHEIN and many more &ndash; with fully integrated solutions to manage everything from business accounts, payments, spend management and treasury, to embedded finance at a global scale.
Proudly founded in Melbourne, we have a team of over 2,000 of the brightest and most innovative people in tech across 26 offices around the globe. Valued at US$8 billion and backed by world-leading investors including T. Rowe Price, Visa, Mastercard, Robinhood Ventures, Sequoia, Salesforce Ventures, DST Global, and Lone Pine Capital, Airwallex is leading the charge in building the global payments and financial platform of the future. If you&rsquo;re ready to do the most ambitious work of your career, join us.<h2 class="jobSectionHeader">
Attributes We Value</h2>
We hire successful builders with founder-like energy who want real impact, accelerated learning, and true ownership. You bring strong role-related expertise and sharp thinking, and you&rsquo;re motivated by our mission and operating principles. You move fast with good judgment, dig deep with curiosity, and make decisions from first principles, balancing speed and rigor.
You're humble and collaborative; turn zero‑to‑one ideas into real products, and you &ldquo;get stuff done&rdquo; end-to-end. You use AI to work smarter and solve problems faster. Here, you&rsquo;ll tackle complex, high‑visibility problems with exceptional teammates and grow your career as we build the future of global banking. If that sounds like you, let&rsquo;s build what&rsquo;s next.
This role is based in Singapore - a relocation package is available.<h2 class="jobSectionHeader">
About the team</h2>
The People &amp; Talent team at Airwallex is dedicated to attracting and developing the brightest and most ambitious minds to drive our company forward. We are a global, vibrant, and dynamic team with a focus on creating a positive and inclusive work environment that fosters growth and innovation. Through innovative programs, strategic People &amp; Talent initiatives, and a deep understanding of our organization&rsquo;s needs, we cultivate a collaborative and engaging environment that fuels Airwallex's continued growth and success.<h2 class="jobSectionHeader">
What you'll do</h2>
As Director, Talent Development, you will be the architect and driver of Airwallex&rsquo;s global talent development strategy. You will lead the design and execution of our performance framework, build out our learning philosophy and interventions, and serve as a thought partner to the People &amp; Talent team and business leaders on all matters of performance, talent, and organizational health. Leveraging data, design thinking, and a first-principles mindset, you will ensure our programs are impactful, scalable, and tailored to the needs of our business and key talent segments. This role is based in Singapore.<h2 class="jobSectionHeader">
Responsibilities:</h2><ul><li>
Drive the design, implementation, and continuous improvement of Airwallex&rsquo;s performance management framework, ensuring it drives high performance, accountability, and growth.</li><li>
Build and execute a learning and talent development strategy that meets the needs of the business and key talent segments, including onboarding, manager and leadership development, and digital learning interventions.</li><li>
Serve as a strategic thought partner to People &amp; Talent and business leaders, providing insights and recommendations on performance, talent, and organizational health.</li><li>
Use data and analytics to identify talent development needs, measure program effectiveness, and inform decision-making.</li><li>
Employ design thinking and user empathy to ensure learning interventions are practical, relevant, and actionable.</li><li>
Lead and coach a team of talent development professionals, fostering a culture of innovation, ownership, and continuous improvement.</li><li>
Partner with cross-functional teams to ensure talent development initiatives are aligned with business goals and integrated across the employee lifecycle.</li><li>
Stay abreast of industry trends and best practices in learning, talent, and organizational development, and bring innovative solutions to Airwallex.</li></ul><h2 class="jobSectionHeader">
Who you are</h2>
We're looking for people who meet the minimum requirements for this role. The preferred qualifications are great to have, but are not mandatory.<h3 class="jobSectionHeader">
Minimum qualifications:</h3><ul><li>
10+ years of experience in talent development, learning &amp; development, or a related field, with a proven track record in high-growth or fast-paced environments.</li><li>
Demonstrated proficiency with data: modeling, surveying, and analyzing information to drive decisions and measure impact.</li><li>
Experience designing, facilitating, and scaling learning programs and interventions, with evidence of high participant satisfaction (e.g., strong NPS).</li><li>
Strong ability to connect strategic thinking with on-the-ground realities, using design thinking and user empathy to drive actionable solutions.</li><li>
Excellent stakeholder management and executive influencing skills; able to partner with senior leaders and cross-functional teams.</li><li>
Structured, first-principles thinker with strong problem-solving and communication skills.</li></ul><h3 class="jobSectionHeader">
Preferred qualifications:</h3><ul><li>
Experience in the fintech or technology sector.</li><li>
Experience with digital learning platforms and a variety of learning modalities (e.g., video, micro-learning, mobile).</li><li>
Experience leading and developing a team of talent development professionals.</li><li>
Familiarity with tools such as Jira, Excel, PowerPoint, and learning management systems.</li><li>
Advanced degree in HR, Business, Organizational Psychology, or a related field.</li></ul><h2 class="jobSectionHeader">
Applicant Safety Policy: Fraud and Third-Party Recruiters</h2>
To protect you from recruitment scams, please be aware that Airwallex will not ask for bank details, sensitive ID numbers (i.e. passport), or any form of payment during the application or interview process. All official communication will come from an @airwallex.com email address. Please apply only through careers.airwallex.com or our official LinkedIn page.
Airwallex does not accept unsolicited resumes from search firms/recruiters. Airwallex will not pay any fees to search firms/recruiters if a candidate is submitted by a search firm/recruiter unless an agreement has been entered into with respect to specific open position(s). Search firms/recruiters submitting resumes to Airwallex on an unsolicited basis shall be deemed to accept this condition, regardless of any other provision to the contrary.<h2 class="jobSectionHeader">
Equal opportunity</h2>
Airwallex is proud to be an equal opportunity employer. We value diversity and anyone seeking employment at Airwallex is considered based on merit, qualifications, competence and talent. We don&rsquo;t regard color, religion, race, national origin, sexual orientation, ancestry, citizenship, sex, marital or family status, disability, gender, or any other legally protected status when making our hiring decisions. If you have a disability or special need that requires accommodation, please let us know.
Compensation Range: SGD 200K - SGD 300K</div>

Director, Talent Development (Relocate to Singapore)

<div>
 At EY, you&rsquo;ll have the chance to build a career as unique as you are, with the global scale, support, inclusive culture and technology to become the best version of you. And we&rsquo;re counting on your unique voice and perspective to help EY become even better, too. Join us and build an exceptional experience for yourself, and a better working world for all.
 
 
 
 Learning Business Partner &ndash; Assistant Director
 
 
 
 This role leads and drives the talent development and learning agenda of a business unit(s) in Assurance. The role will build relationships with leadership teams and key stakeholders and drive business and people value thought skilling, leadership development and career management.
 
 
 
 Main Tasks &amp; Responsibilities
 
 
 
 <ul>
 <li>
 Build and maintain relationships with business stakeholders. Understanding business priorities and goals to effectively drive learning and talent development strategies for the assigned span
 </li>
 <li>
 Making sure the business is equipped with the right skills and a strong leadership pipeline to meet demanding growth objectives
 </li>
 <li>
 Leading deployment and delivery of large-scale Learning initiatives for the assigned span
 </li>
 <li>
 Driving upskilling / reskilling / cross-skilling programs; building a skill-based organisation
 </li>
 <li>
 Supporting executive development programs deployment at senior and mid-career levels
 </li>
 <li>
 Planning and execution of the Learning plan for the entire span which includes needs analysis, skills assessments, on the job coaching, learning solutioning, deployment of calendar programs, monitoring learning progress and effectiveness measurement
 </li>
 <li>
 Facilitating trainings across levels and manage delivery in a classroom / virtual platform
 </li>
 <li>
 Providing insightful business inputs to the developing and designing of learning programs - classroom, e-learning or a blended learning approach in a professional services organization.
 </li>
 <li>
 Working with service line leaders, learning champions, content designers and deployment teams and other talent team members to ensure effective learning engagement and culture is built to enhance transformative leadership behaviors across levels
 </li>
 <li>
 Demonstrating exceptional client service behaviors through interactions with leaders, peers and team members
 </li>
 <li>
 Establish networks and build relationship with internal customers, stakeholders and team members within the organization
 </li>
 <li>
 Partner seamlessly with learning and leadership centres of excellence as well as other talent teams on central talent development initiatives for their respective span
 </li>
 <li>
 This individual will be responsible for managing a team learning business partners, fostering their growth and ensuring high performance.
 
 
 </li>
 </ul>
 
 Qualification / Desired Skills and Experience:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in education, Human Resources, Business Administration, or a related field.
 </li>
 <li>
 Proven experience in learning deployment, project management, or a similar role.
 </li>
 <li>
 Strong understanding of learning technologies and deployment models.
 </li>
 <li>
 Excellent stakeholder management and communication skills.
 </li>
 <li>
 Experience in cross-functional collaboration and solution development.
 </li>
 <li>
 Previous experience managing a team is a must
 </li>
 <li>
 Have strong working knowledge and experience in Learning and Talent Development field, with about 10-12 years of experience in the domain
 </li>
 <li>
 Good understanding of skills adjacencies and technology skills taxonomy
 </li>
 <li>
 Influencing and learning consulting skills
 </li>
 <li>
 Prior people management experience is a must
 </li>
 <li>
 Learning optimization, strategy and articulating learning value to business
 </li>
 <li>
 Possess strong and demonstrable communication, presentation and facilitation skills and be able to handle multiple audiences
 </li>
 <li>
 Possess outstanding interpersonal skills
 </li>
 <li>
 Program management skills
 </li>
 <li>
 Knowledge management
 </li>
 <li>
 Good understanding of the latest learning technology landscape
 
 
 </li>
 </ul>
 
 Certification Requirements:
 
 
 
 <ul>
 <li>
 Talent Management / Learning &amp; facilitation
 
 
 </li>
 </ul>
 
 Certification Requirements:
 
 
 
 <ul>
 <li>
 Talent Management / Learning &amp; facilitation
 
 
 </li>
 </ul>
 
 EY | Building a better working world
 
 
 
 EY exists to build a better working world, helping to create long-term value for clients, people and society and build trust in the capital markets.
 
 
 Enabled by data and technology, diverse EY teams in over 150 countries provide trust through assurance and help clients grow, transform and operate.
 
 
 Working across assurance, consulting, law, strategy, tax and transactions, EY teams ask better questions to find new answers for the complex issues facing our world today.
</div>

Assistant Director - Talent Development-E

Zepto

<div>
 
 
 Associate Director &ndash; Learning &amp; Development
 
 
 
 Operations L&amp;D Department
 
 
 
 
 
 
 No lengthy intro here, let&rsquo;s get straight to the details, Zepto speed.
 
 
 
 
 Responsibilities, aka, what we&rsquo;d like you to deliver :
 
 
 
 
 
 
 ●Own enterprise-wide learning strategy and capability architecture &mdash; aligning learning
 
 
 interventions directly with business OKRs and long-term growth plans.
 
 
 ●Translate business goals into structured capability-building frameworks with
 
 
 measurable outcomes across functions.
 
 
 ● Design and institutionalize competency frameworks with clear proficiency benchmarks
 
 
 and capability roadmaps backed by skills-gap analytics.
 
 
 ●Establish robust learning governance through data dashboards tracking participation,
 
 
 effectiveness, behavior change, ROI, and business impact.
 
 
 ● Move L&amp;D from reporting to predictive insights &mdash; using analytics to influence productivity,
 
 
 attrition, compliance, and performance outcomes.
 
 
 ● Drive impact measurement using structured frameworks (Kirkpatrick Level 1&ndash;4, ROI
 
 
 models) and conduct quarterly business impact reviews with leadership.
 
 
 ●Lead digital learning transformation &mdash; LMS, LXP, microlearning, AI-driven personalization,
 
 
 automation, and skill-tracking ecosystems.
 
 
 ●Build capability heatmaps and readiness dashboards to enable workforce planning and
 
 
 succession pipelines.
 
 
 ●Shift L&amp;D from a training-delivery model to a performance consulting model &mdash;
 
 
 diagnosing root-cause gaps and designing KPI-linked interventions.
 
 
 ●Institutionalize SOPs across TNA, program design, delivery, evaluation, and impact
 
 
 measurement.
 
 
 ●Ensure compliance, audit readiness, and governance standards across all learning
 
 
 initiatives.
 
 
 ● Manage L&amp;D budgets with cost-benefit analytics and outcome-based vendor
 
 
 scorecards.
 
 
 ●Build an analytics-first culture within the L&amp;D team &mdash; enabling data storytelling,
 
 
 accountability, and measurable impact.
 
 
 
 
 
 
 Are you who we're searching for
 
 
 
 
 
 
 ●
 
 Qualification
 
 : MBA / PGDM in HR, Organizational Development, or related field.
 
 
 Certifications in Instructional Design, Learning Analytics, or Coaching preferred.
 
 
 ●
 
 Experience
 
 : 10&ndash;15+ years in Learning &amp; Development, Talent Development, or OD roles
 
 
 with proven enterprise-scale impact.
 
 
 ●Strong exposure to learning strategy design, digital transformation, analytics-led
 
 
 governance, and leadership development frameworks.
 
 
 ●Hands-on experience with LMS/LXP platforms, learning analytics dashboards, and ROI
 
 
 measurement models.
 
 
 ● Demonstrated ability to partner with business leaders and influence executive
 
 
 stakeholders.
 
 
 ●Strong strategic thinking, business acumen, and performance consulting capability.
 
 
 ● Data-first mindset with ability to translate insights into measurable business outcomes.
 
 
 ●Change champion who thrives in high-growth, fast-scaling environments.
 
 
 ●Proven track record of leading cross-functional improvement projects and delivering
 
 
 measurable outcomes.
 
 
 ●Strong stakeholder management, communication, and execution capability in
 
 
 high-velocity operational environments.
 
 
 ●Process-first thinker with strong bias for action and continuous improvement.
 
 
 
 
 
 Sounds like we&rsquo;re talking about you? Please add your application to our cart!
 
 
 
 
 
 
 Why Zepto should be your next career move
 
 
 
 
 
 
 This isn&rsquo;t just a job; it&rsquo;s a chance to be part of a once-in-a-generation story that will
 
 
 shape the future of the Indian startup ecosystem. If you&rsquo;re ready to go all in, execute like
 
 
 never before, and create impact on a massive scale, there&rsquo;s no better place to do it than
 
 
 Zepto.
 
 
 
</div>

Associate Director - Learning & Development

Masdar

<div>Company Description 
Established in 2006, Masdar (Abu Dhabi Future Energy Company) is a global clean energy leader, transforming how the world produces and consumes energy through bold innovation and commercial excellence.
Masdar is a clean energy investor, developer and operator, advancing renewable energy projects across key markets and technologies, with a global project portfolio capacity to date of over 51 gigawatts (GW).
Jointly owned by TAQA, ADNOC and Mubadala, Masdar is driving the scale-up of renewables worldwide, targeting a portfolio capacity of 100GW by 2030 
Job Description 
Masdar is seeking a dynamic Head of Talent Development to shape and drive the future of our workforce. In this role, you will lead the strategic design, development, and execution of transformative talent initiatives that strengthen our leadership pipeline, elevate workforce capabilities, and accelerate career growth. You will be instrumental in aligning people strategies with business priorities through innovative learning programs, competency frameworks, and leadership development initiatives, fostering a high-performance, future-ready culture that empowers our teams to thrive. 
 
The role will be based in Abu Dhabi, Masdar HQ.
Key responsibilities not limited to;
Strategic Business Support<ul><li>
Drive the development and execution of the unit&rsquo;s annual operational business plans, KPIs, and performance reporting, ensuring alignment with Masdar&rsquo;s overall objectives.</li></ul>
Global Talent Development<ul><li>
Define and lead Masdar&rsquo;s global talent development strategy, translating business needs into scalable programs that build future-ready capabilities.</li><li>
Identify and implement cutting-edge learning platforms (LMS, LXP, AI-driven tools) to support personalized, scalable development.</li></ul>
Leadership Development<ul><li>
Design and implement leadership frameworks for all career levels, from emerging leaders to senior executives.</li><li>
Partner with executives to assess leadership needs, deliver tailored coaching, and strengthen succession pipelines.</li></ul>
Career Development &amp; International Mobility<ul><li>
Build career frameworks including pathing, mentoring, and development plans.</li><li>
Promote career mobility through international assignments and global talent mobility strategies.</li></ul>
Competency &amp; Capability Frameworks<ul><li>
Oversee the development and governance of technical and behavioral competency frameworks across all divisions.</li><li>
Embed frameworks into performance management, talent reviews, and learning programs.</li><li>
Maintain a global talent database to provide data-driven insights on skills, gaps, and opportunities.</li></ul>
Learning &amp; Development (L&amp;D)<ul><li>
Foster a culture of continuous learning through innovative L&amp;D strategies, microlearning, and experiential programs.</li><li>
Apply metrics-driven approaches to measure learning impact and ROI.</li></ul>
Succession Planning &amp; Workforce Readiness<ul><li>
Partner with stakeholders to identify critical roles, successors, and talent gaps.</li><li>
Align talent development plans with strategic workforce planning and future skill requirements.</li></ul>
UAE National Talent Development<ul><li>
Develop and implement high-impact Emirati graduate programs and career development initiatives.</li><li>
Build UAE national talent pools and integrate them into succession planning and workforce strategies.</li><li>
Collaborate with educational institutions and government bodies to attract, retain, and grow Emirati talent.</li></ul>
Employee Engagement, Wellness &amp; Recognition<ul><li>
Drive employee engagement initiatives, wellness programs, and recognition schemes like the Masdar Annual Awards and &lsquo;KAFU&rsquo; program.</li><li>
Develop action plans to address survey findings and enhance overall workforce satisfaction.</li></ul>
Team Leadership &amp; Budget Oversight<ul><li>
Lead, mentor, and manage the talent development team, ensuring high engagement, performance, and professional growth.</li><li>
Contribute to budgeting and monitor performance against plans to optimize outcomes.</li></ul> 
Qualifications 
Preferred Qualifications:<ul><li>
MBA or relevant Master&rsquo;s degree from a top-tier internationally recognized higher education institution</li><li>
Bachelor's degree in Human Resources, Business Administration, Psychology or equivalent</li></ul>
Preferred Experience:<ul><li>
At least 12&ndash;15 years in Talent Development, with at least 5 years in a leadership role overseeing enterprise talent strategy.; deep specialist expertise in function is essential</li><li>
Proven track record in building scalable leadership and career development frameworks.</li><li>
Experience working in high-growth, future-focused industries, particularly global energy or organizations with strong innovation or sustainability agendas.</li></ul> 

Additional Information 
Job-Specific Skills:<ul><li>
Exceptional communication and interpersonal skills leading to a consultative approach within a corporate / multifunctional environment.</li><li>
Deep expertise in competency modeling, succession planning, and learning principles.</li><li>
Familiarity with digital learning ecosystems and talent platforms (e.g., Workday, Cornerstone, Degreed).</li><li>
Proven ability to influence C-level stakeholders and translate talent strategy into business value.</li><li>
Ability to manage cross-functional teams.</li><li>
Exposure and understanding of the Middle East and GCC markets.</li><li>
Knowledge of change management concepts and trends.</li></ul><div></div>
As part of the application process, we will collect, store and process personal information about you.
Masdar will use your personal information in accordance with our Candidate Privacy Notice, which provides details on the purposes for which your data is processed.</div>

Head Talent Development (UAE N)

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