Training and Development Manager

at  Borr Drilling

Role Summary
The Training and Development Manager is responsible for designing, implementing, and overseeing comprehensive training, development and competence programs that align with the Company’s strategic objectives as well as complying with international and national regulatory, client and industry standards. The primary focus will be on fostering a culture of continuous learning, skill development, and competency excellence throughout the workforce.

Responsibilities

• Responsible for the Personnel Learning and Development and for defining, delivering, and managing a learning strategy that aligns with the Company’s strategic business goals. Including designing and developing comprehensive training and competency programs that address the specific needs of various geographical departments and functions within the organisation.
• Stay current with industry trends and best practices in learning and talent development, integrating innovative approaches as appropriate.
• Responsible for the development and implementation of the company training matrices (offshore and onshore) including corporate training matrix standards and rig specific training matrices, ensuring compliance with rig specific client contract, minimum safe manning/flag requirements, rig specific station bill, local laws and regulations and any other industry standards or requirements.
• Responsible for the management of the Company’s Competency Framework and, through collaboration with SME’s, ensure it outlines the essential skills, knowledge, and behaviours required for success in different roles within the organisation, while ensuring it remains endorsed by IADC.
• Build strong relationships with key stakeholders, including HR Manager’s, Directors, Rig Managers, Function Leaders and regional training coordinators, to understand their training needs and priorities.
• Responsible for establishing Company Competency program evaluation and measurement strategies to assess the effectiveness of the competence program and provide updates to senior leadership as needed.
• Responsible for Company’s succession planning and supporting with the identification of critical roles, implementation of development and training, scaling mentoring, coaching, on the job exposure and training, development of knowledge transfer process, and ensure continuous evaluation and refinement of the Company’s succession plan according to changing organisational needs.
• Support and collaborate with Line Managers to identify and develop personal development plans (for skills gaps and high performers) through the analysis and results of performance and goals to encourage professional development and career progression, while ensuring the integration of competency assessments into performance management processes and succession planning initiatives.
• Responsible for establishing and driving the results of key performance indicators (KPIs) and providing visibility to the business.
• Analyse training evaluation data, feedback, and metrics by identifying areas for improvement and refinement in training programs with the aim to ensure high level of learning is provided to all employees.
• Responsible for identifying, engaging, and managing training vendors including but not limited to any Global Training Providers, to supplement efforts for both onshore and offshore personnel.
• Implement continuous improvement strategies to enhance the quality and relevance of training and development offerings over time.
• Review the preparation of the Training budgets for offshore and onshore personnel and support the HR Managers and SME’s as needed to stay within budget.
• Manage the Personal Performance Appraisal (PPA) and Goals cycles, working closely with Line Managers driving the compliance and priorities of the cycles within the timeline.
• Propose improvements to the PPA and Goals processes to ensure it remains fit for purposes (following feedback from stakeholders) and provide learning feedback to the business on outcomes.
• Act as Employee Training and Development SME and provide guidance and resources for self-directed learning and skill enhancement.
• Responsible to review promotions and ensure compliance with procedure and process, while providing necessary feedback to Regional HR and Operations on opportunities for improvement.
• Responsible for ensuring that all new team members are immersed in the Company culture and strategies from day one through the development and implementation of a new starter induction and on-boarding program that is consistent globally while taking local demographics into account.
• Ensure internal HR audits related to Talent, Training, Competency and Development are performed and lessons learned to ensure compliance and quality assurance. Support other HR audits as required.
• Support the Company’s sustainability objectives and drive engagement of the wider HR team.
• Conduct performance evaluations for direct and indirect reports.
• Lead collaborative efforts to Develop and update HR policies and procedures as necessary and adhere to all Company policies and procedures.
• Ensure the accuracy and confidentiality of employee data and maintain data security protocols.
• Other tasks and projects as assigned by management.

Qualifications and Experience

• Bachelor’s degree or equivalent is desirable but not required if industry experience is extensive and in a relevant HR or Technical role.
• Certification in training and development (e.g., CPLP, CPTM) is desirable but not essential.
• Industry standard technical qualification i.e. ISO9001, HSE etc, or Member of a Recognised Body (optional)
• BOSIET OPITO (optional)
• Valid Offshore Medical Certificate (OGUK) (optional)
• Strong leadership and management skills.
• Extensive experience in talent management strategies and programs, in particular training, competency, succession planning and personnel development.
• Highly developed communication, presentation, and interpersonal skills.
• Able to represent Company and build relationships with stakeholders.
• Demonstratable mentoring, coaching and people development abilities.
• In-depth knowledge of training techniques.
• Strong organisational and project management skills, with the ability to prioritise tasks and manage multiple projects simultaneously.
• Knowledge and experience with Internationally recognised training standards including OPITO, MSM and IADC applicable to the Oil and Gas Industry.
• Knowledge and experience of Training and Competence Tools and their application.
• Knowledge and experience of the different Company and regulatory documents (Station Bill, Flag requirements and licensing process, Ship Security Plan, Emergency Response Plan) used on the units to define training and certification requirements.

• Responsible for the Personnel Learning and Development and for defining, delivering, and managing a learning strategy that aligns with the Company’s strategic business goals. Including designing and developing comprehensive training and competency programs that address the specific needs of various geographical departments and functions within the organisation.
• Stay current with industry trends and best practices in learning and talent development, integrating innovative approaches as appropriate.
• Responsible for the development and implementation of the company training matrices (offshore and onshore) including corporate training matrix standards and rig specific training matrices, ensuring compliance with rig specific client contract, minimum safe manning/flag requirements, rig specific station bill, local laws and regulations and any other industry standards or requirements.
• Responsible for the management of the Company’s Competency Framework and, through collaboration with SME’s, ensure it outlines the essential skills, knowledge, and behaviours required for success in different roles within the organisation, while ensuring it remains endorsed by IADC.
• Build strong relationships with key stakeholders, including HR Manager’s, Directors, Rig Managers, Function Leaders and regional training coordinators, to understand their training needs and priorities.
• Responsible for establishing Company Competency program evaluation and measurement strategies to assess the effectiveness of the competence program and provide updates to senior leadership as needed.
• Responsible for Company’s succession planning and supporting with the identification of critical roles, implementation of development and training, scaling mentoring, coaching, on the job exposure and training, development of knowledge transfer process, and ensure continuous evaluation and refinement of the Company’s succession plan according to changing organisational needs.
• Support and collaborate with Line Managers to identify and develop personal development plans (for skills gaps and high performers) through the analysis and results of performance and goals to encourage professional development and career progression, while ensuring the integration of competency assessments into performance management processes and succession planning initiatives.
• Responsible for establishing and driving the results of key performance indicators (KPIs) and providing visibility to the business.
• Analyse training evaluation data, feedback, and metrics by identifying areas for improvement and refinement in training programs with the aim to ensure high level of learning is provided to all employees.
• Responsible for identifying, engaging, and managing training vendors including but not limited to any Global Training Providers, to supplement efforts for both onshore and offshore personnel.
• Implement continuous improvement strategies to enhance the quality and relevance of training and development offerings over time.
• Review the preparation of the Training budgets for offshore and onshore personnel and support the HR Managers and SME’s as needed to stay within budget.
• Manage the Personal Performance Appraisal (PPA) and Goals cycles, working closely with Line Managers driving the compliance and priorities of the cycles within the timeline.
• Propose improvements to the PPA and Goals processes to ensure it remains fit for purposes (following feedback from stakeholders) and provide learning feedback to the business on outcomes.
• Act as Employee Training and Development SME and provide guidance and resources for self-directed learning and skill enhancement.
• Responsible to review promotions and ensure compliance with procedure and process, while providing necessary feedback to Regional HR and Operations on opportunities for improvement.
• Responsible for ensuring that all new team members are immersed in the Company culture and strategies from day one through the development and implementation of a new starter induction and on-boarding program that is consistent globally while taking local demographics into account.
• Ensure internal HR audits related to Talent, Training, Competency and Development are performed and lessons learned to ensure compliance and quality assurance. Support other HR audits as required.
• Support the Company’s sustainability objectives and drive engagement of the wider HR team.
• Conduct performance evaluations for direct and indirect reports.
• Lead collaborative efforts to Develop and update HR policies and procedures as necessary and adhere to all Company policies and procedures.
• Ensure the accuracy and confidentiality of employee data and maintain data security protocols.
• Other tasks and projects as assigned by management