Head – Learning & Development

Job Description

Head – Enterprise Learning & Development
 

About the Role

The Head of Enterprise Learning & Development leads the development of organizational capability and a high-performance learning culture across the business.

This role transforms learning from a traditional training function into a strategic performance partner. The focus is on building leadership capability and critical enterprise skills through experiential development, strong alignment with business priorities, and the use of people analytics.

Learning is positioned as a driver of business performance. Development happens primarily through real work experiences, cross-functional exposure, and leadership practice rather than classroom training.

The role partners closely with Brand and Functional Leaders to identify capability gaps and implement targeted development interventions that support improvements in leadership effectiveness, operational execution, and customer outcomes.

Operational and compliance training remains within Operations. This role focuses on enterprise capability and leadership development.

Key Responsibilities

Learning Strategy & Business Alignment

• Translate business strategy and brand priorities into an enterprise capability and learning agenda.
• Partner with Brand and Functional Leaders to identify capability gaps affecting business performance.
• Ensure learning initiatives are aligned with strategic priorities and contribute to measurable improvements in leadership capability.

Leadership & Enterprise Capability

• Define and maintain the enterprise leadership capability framework.
• Design development pathways for first-time managers, functional leaders, and restaurant leadership.
• Strengthen leadership capabilities including decision-making, accountability, coaching, and change leadership.

Experiential Development

• Embed experiential learning as the primary development approach across the organization.
• Institutionalize stretch assignments, cross-functional exposure, and project-based learning.

Operational Capability Partnership

• Partner with Brand and Operations leaders to address capability gaps impacting restaurant performance.
• Support leadership development that strengthens operational execution, team engagement, and customer experience.

People Analytics & Capability Insights

• Use people analytics and performance data to identify capability priorities.
• Develop insight dashboards that track learning participation, leadership readiness, and development outcomes.
• Continuously refine learning strategy using data and performance insights.

Governance & Prioritization

• Lead the enterprise learning plan and capability agenda.
• Focus resources on a limited number of high-impact development initiatives.
• Manage learning platforms, external partners, and the enterprise learning budget.
• Ensure disciplined prioritization of learning investments to maximize organizational impact.

Measurement & Impact

• Establish clear metrics to measure the impact of learning initiatives.
• Track improvements in leadership effectiveness, internal mobility, and capability readiness.
• Provide leadership with insights on the contribution of capability development to business performance.

What We’re Looking For

• 10–15 years of experience in Learning & Development or enterprise capability development.
• Proven experience aligning learning strategy with business priorities.
• Experience designing leadership development and capability frameworks.
• Strong business partnership experience with operational or commercial leaders.
• Experience working in large, distributed workforces such as retail, hospitality, FMCG, or similar environments.
• Strong analytical mindset with the ability to use data to guide learning decisions.