• Define and own the Learning & Development charter, vision, and multi-year roadmap, aligned with business priorities and the growth strategy. • Position L&D as a strategic lever for performance, engagement, and organizational health. • Establish governance, operating models, and success metrics for all learning initiatives. • Lead OD initiatives, including organizational diagnostics, capability modelling, culture interventions, and change management. • Embed learning into change programs, transformations, and scaling efforts. • Partner with Talent and People teams to align L&D with: - Performance management - Career architecture and progression - Leadership pipeline and succession planning - Key and critical talent development - Design leadership and manager development programs that support current and future capability needs. • Design and scale leadership development programs across levels (new managers, senior leaders, executives). • Build functional and capability programs aligned to business outcomes. • Enable managers as coaches through targeted enablement and toolkits. • Oversee the design of blended learning experiences (VILT, digital, cohort-based, on-the-job). • Ensure adult learning principles, real-world application, and measurable impact are embedded in all programs. • Leverage internal SMEs and external partners strategically. • Own the learning technology ecosystem (LMS/LXP, content platforms, analytics). • Drive adoption of modern, scalable, and AI-enabled learning solutions. • Define and track learning effectiveness using KPIs tied to performance, behavior change, and business results. • Use analytics and feedback loops to continuously refine programs. • Communicate impact and insights to executive stakeholders. • Build, lead, and develop a high-performing L&D team (internal and vendor partners). • Establish clear roles, career paths, and capability standards within the L&D function. • Foster a culture of innovation, experimentation, and excellence.