Learning and Development Manager

at  Sephora

OUR MANIFESTO

At Sephora, we stand together, and we stand for something more. For empowerment, for exploration, for the opportunity to impact people’s lives through the unlimited power of beauty. We embrace uniqueness, unleash creativity, and pursue progress every day. Sparked by energy and excitement, our passion is contagious. We are united by a common goal - to reimagine the future of beauty.

OUR VALUE PROPOSITION

We have a powerful culture that fuses aspirations, uniqueness, authenticity and valued by each and every Sephora member:
These are the values:
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Beauty & Beyond: We reimagine beauty by inspiring our customers, empowering people and helping them become the best versions of themselves.

• Creativity Unleashed: We encourage exploration, innovation and having fun.
• Endless Evolution: At Sephora you are empowered to choose your own path and accelerate your growth.
• Boldly Authentic: We celebrate diversity and embrace your unique and winning spirit.

ACCOUNTABILITIES:

• Learning Needs – understand, assess and report market learning and capability needs and priorities based on local business needs. Develop assessment centers to evaluate employee capability proficiency to support in identifying needs & development plans.
• Local Learning Solutions – Define the local training calendar based on needs assessment (leadership, functional & mandatory). Localize Global content for Middle East market and facilitate end-to-end trainings, further identifying best-in-class trainers, communicate training calendar to relevant audience. Establish functional competency framework with leadership team.
• Business Partnership – Identify trainees in partnership with business leaders/ line managers / People Partners based on development plans and relevance.
• Training Logistics – Manage training invitations, relevant training material distributed / prework, attendance, technology & facility preparedness, and evaluation.
• Learner Experience – Develop personalized learning paths based on individual employee objectives, development plans and aspirations to recommend tailored learning modules. Evaluate and enhance the effectiveness on learning solutions through post-training assessments, line manager feedback, and practical application of learning in the workplace. Provide self-paced learning opportunities by providing employees with direct access to learning resources.
• Coaching- Develop people managers skills in providing real time performance feedback & leveraging effective coaching techniques. Establish a coaching network and lead coaches to maximize coaching opportunities.
• Network & Sharing – Join the global L&D community to cascade Global best practices, collaborate on learning solutions and leveraging on scale. Actively participate in external L&D communities to benchmark solutions and stay up to date on industry practices.
• Budget – manage the local learning investment ensuring a positive ROI.

EXPERIENCE, SKILLS & PERSONALITY:

• Minimum of 6 years of experience in relevant L&D roles.
• Strong communication and facilitation skills.
• Helpful and service-oriented, has the ability to work under pressure and be able to be discreet when dealing with confidential information. Must also be self-motivated, proactive going beyond the call of duty and result-oriented.
• Proficient in Ms Word, Ms Excel, and PowerPoint, which are all necessary to create visually and verbally engaging materials, reports, presentations, and proposals for departmental heads and management team.
  Most importantly, She/he needs to live and breathe the Sephora Culture, DNA and Employee Value propositions (EVP) with a passion for people and making a difference. She/he need to have excellent authentic communication and influencing skills and be energized by working in a fast paced, dynamic environment.s

The L&D Manager will be responsible to foster a culture of lifelong learning for Sephora HQ employees, providing them with impactful learning opportunities to build skills and capabilities to support their growth and development in line with business priorities. The incumbent will work closely with business leaders to define gaps in functional and leadership capabilities, and will provide appropriate L&D solutions through the development of the annual training catalogue/portfolio.