• Foster a culture of development by leading by example, demonstrating commitment and allocating learning time
• Manage the review and successful implementation of the annual career ladder assessment process
• Promote the advancement of young technical staff through appropriate career ladder intervention programs
• Develop and promote career paths and framework for support staff
• Accurate collation of Career Ladder submissions following the procedure
• Accurate recording of deliberations and record-keeping
• Develop development programs for CSIR youth and young professionals.
• Manage, mentor and play an advisory role to the team for growth and development
• Encourage staff to ensure high quality personnel to achieve performance objectives in support of the organization’s mission and vision
• Conduct performance management contracting and reviews for the team at the recommended periods

Skills: Leadership, Project Management, Talent Development, Career Pathing, Administrative Skills, Program Development, Mentoring and Advisory, Performance Management

• Designing strategy and in-year roadmap. 
• Leadership, design and implementation of functional Early Career programs
• Plays an active role in the capability-building network. 
• Work with the central teams and BU Capability leads so that best practices and knowledge can be shared frequently to avoid duplication and ensure consistency. 
• Support in driving continuous improvement by supporting capability and quality improvements.
• Source and partner with external partners to support functional capability programs (A-D) in line with strategy and budget with approval from the central learning role.
• Oversee execution of functional transformation programme/s by integrating and coaching best practices for building the right capability for the future. 
• Design and lead new standards, tools and processes for functional capability and development. 
• Partnering with the HR team including HR Delivery Partners and the central Learning/Talent team. 

Skills: Strategic Planning, Leadership Development, Collaboration, Continuous Improvement, External Partnership, Transformation Leadership, Process Design and Implementation, HR Collaboration

• Utilize all central learning resources and assets to ensure they play a key role in helping us build a learning culture
• Promoting dialogue and supporting innovation utilizing blended learning solutions to support key capability areas and leadership development agenda 
• Partner with HRBP to support the development planning actions for key successors
• Assist in facilitating their involvement in the relevant development initiatives (C-D) 
• Help build a learning culture within Britvic by working with HRD’s/HRBP’s/Central Learning team to define learning requirements across the business 
• Ensure that the functional curricula are aligned with the PLC learning strategy and that delivery is appropriately briefed and provided with feedback for continuous improvement. 
• Develop additional learning solutions beyond programmatic learning (i.e. coaching pools, team development tools, etc.) 
• Maintain a strong external network and use this to bring external thinking into the business 
• Stimulate and provoke innovation in the learning space 
• Manage the functional learning budget to ensure that learning priorities are delivered within the target

Skills: Learning and Development Expertise, Innovative Blended Learning Solutions, Strategic Partnership, Facilitation Skills, Learning Culture Advocacy, Curriculum Alignment and Improvement, Innovative Learning Solutions Development, External Networking

• Develop and link Career Development and Learning and Growth Programmes with CSIR strategies
• Monitor the implementation of HR policies and processes relating to Learning and Career Development 
• Ensure that these do not negatively affect the organization’s Learning and Capability Development
• Ensure smooth administration of all Learning and Development as well as Career Development programs
• Identify key capabilities to create value-added activities that drive competitive advantage
• Implement and manage organizational capabilities to manage employees and equip them with skills needed for competitive advantage
• Identify tools and systems to be used for individual and organizational learning
• Develop personal capabilities to assist with the development of empathy for others, understanding relationships
• Develop capabilities for performance by conducting individual career assessments, business simulations, customizing performance improvement initiatives and conducting an employee engagement survey

Skills: Program Development, HR Policy Monitoring, Organizational Impact Assessment, Administrative Efficiency, Capability Identification, Organizational Capability Management, Tool and System Proficiency, Personal and Relationship Development, Performance Assessment and Improvement

• Power business performance by increasing the skill, knowledge and effective behavior of all retail colleagues
• Ensure that all retail team members develop the capability required to successfully deliver all commercial campaigns
• Partner with teams across the company to ensure that agreed onboarding is 100% delivered to an agreed timescale to every new starter
• Drive increased levels of product knowledge, expertise and benefits across all retail team members 
• Support the delivery of key organizational KPIs, ensuring both frame and lens education activities are fully built into the plan
• Create excitement and energy around the Retail Capability offer 
• Generating demand for skills and knowledge development across all store teams
• Ensure any developments in the customer journey and product assortment are fully built into all Retail training activity
• Drive adoption of the new mobile learning platform, and other learning platforms available from key brand partners, meeting targets for active users and content completion
• Lead a team of retail trainers and expert design resources
• Stakeholder management and involvement across the business to ensure insightful data is delivered to the organization. 
• Enabling action to be taken to achieve faster time to value across retail teams
• Work alongside the Marketing Department to ensure that all Marketing and Campaign activity is supported to develop the knowledge and skills needed in store.
• Lead the ongoing relationship with the GrandVision Academy relating to Product and Process content
• Accelerate performance of all retail new starters by ensuring that onboarding and capability development are in place and successfully delivered to agreed timescales

Skills: Training and Development, Team Leadership, Collaboration, Product Knowledge, Stakeholder Management, Strategic Planning, Change Management, Marketing Collaboration

• Working experience with Data Science/Machine Learning with Python/SAS/R
• Should have hands-on experience in SQL and relational databases
• Excellent problem-solving and analytical skills with solid communication skills, both verbal and written
• Understanding of one or more business functional areas. 
• Prior Banking and financial domain working experience
• The ability to proactively take the lead in building and leveraging relationships internally and externally/ client
• Should have hands-on experience in implementing Analytics solutions
• The ability to train people on how to manage the analytics project lifecycle
• Be familiar with statistical methods and modeling and be able to train
• Hands-on experience with Advanced Excel, Visual Basic/SQL, and any visualization tool such as Tableau/Power BI/QlikView
• Hands-on experience with AI, ML and Advanced Analytics technologies, and any analytics programming language such as Python/SAS/R
• Knowledge of any cloud platforms including AWS, GCP, Azure

Qualifications: BA in Organizational Development with 11 years of Experience

• Experience in developing training and education programs within the clinical setting with a proven history of reaching completion and achieving outcomes
• The ability to work with complex intersequence of projects needs to see the whole program
• Have the clarity and confidence to prioritize and the organization and planning capability to convert that into a program,
• Be brave to drive innovation to achieve the Skin program needs and bring along the base business at the same time
• The ability to work with a diverse range of stakeholders including People and Culture, Referrer engagement, TRG RO and craft groups, KOLs, medical college bodies
• Extensive working knowledge of training and education methodologies and tools
• Ability to understand competency and training and education requirements across a wide range of disciplines
• Ability to design tailor-made education and training programs that are effective both internally and relevant to the market for commercialization purposes
• Ability to identify relevant software programs that meet the requirements of the training programs being developed.
• A high degree of initiative and a flexible approach 
• Be comfortable with competing demands, ambiguity and change
• Experience in managing change and working collaboratively with stakeholders to ensure a program's success
• A proven ability to bring teams and individuals along for the journey
• Relevant academic and/or proven work experience with clinical and commercial systems

Qualifications: BA in Human Resources Management with 9 years of Experience

• Commercially focused and able to work well with business metrics
• Great understanding of our customer journey
• Experienced in building strong working relationships across teams
• A proven ability to influence key stakeholders successfully
• An excellent communicator, with the ability to lead effective and engaging work with positive outputs
• Proven ability to motivate, coach and develop people
• Must be a collaborative team player
• Work effectively under pressure and deal with conflicting priorities
• Working knowledge of different solutions for developing skills and knowledge across different audiences
• Understanding of sales processes and effective selling models
• Excellent organizational skills, able to plan and prioritize effectively

Qualifications: BA in Business Administration with 8 years of Experience

Experience working with Cyber Capability Development, IT Systems, Systems Engineer and Information Systems Cyber Security

Must have Active DoD 8570/8140 IAM level II certification.

Understanding of DoD TS/SCI Clearance with Polygraph

Demonstrated experience in gaining stakeholder buy-in and leveraging cyberspace SMEs within DoD and externally.

Proven skills in translating requirements into functional solutions.

Working experience leading teams in conducting RDT&E of cyber-related activities.

Expertise in developing strategic insights and solutions to help decision-makers chart a course toward a safer cyberspace.

Experience and knowledge with cybersecurity Research and Development activities such as cyber defense resilience, malware analysis, insider threat risk mitigation, cyber defense education and training, mobile device security, and cloud-based security protection.

Possess an Offensive Security Certified Professional (OSCP) Certification.

Qualifications: BA in Industrial/Organizational Psychology with 12 years of Experience

• Computer Science, Engineering, Mathematics, Management Information Systems, Data Science or related field/experiences
• The ability to effectively set and manage customer expectations
• Strong analytical skills, especially in applying technology solutions to core business problems
• Working knowledge of one or more tools used in the process mining tools, e.g. Celonis, ABBYY Timeline, UiPath Process Mining, etc.
• Knowledge/understanding of databases, ETL, and SQL skills to deliver process mining projects
• Excellent in domains such as F&A processes/Procurement/Banking/Insurance/HRO

Qualifications: BA in Educational Leadership with 10 years of Experience