The Learning & Leadership Development Lead at GREEN AND SMART MOBILITY KAZAKHSTAN — NeverHard

1. Job Purpose The Learning & Leadership Development Lead is responsible for designing and leading enterprise learning and leadership development initiatives that strengthen organizational capability and support business growth. Working closely with business leaders and HR Business Partners, this role drives leadership capability, talent development, and learning excellence while fostering a culture of continuous learning across the organization. 2. Key Responsibilities A. Learning Strategy & Capability Development Lead the design and execution of the annual Learning & Development strategy aligned with business priorities. Partner with HRBPs and business leaders to conduct Learning Needs Analysis (LNA) and identify capability gaps. Develop competency frameworks and learning roadmaps for corporate functions and key business roles. Establish learning governance, standards, and best practices across the organization. B. Leadership Development Design and implement leadership development programs for emerging leaders, people managers, and senior managers. Develop leadership competency models and behavioral frameworks aligned with business objectives. Facilitate leadership workshops, management development initiatives, and coaching interventions. Partner with business leaders to strengthen management capability and build a strong leadership pipeline. C. Talent Development Support succession planning and talent review processes by developing structured development plans for high-potential employees. Design Individual Development Plans (IDPs) and learning journeys for key talent groups. Collaborate with HRBPs to accelerate critical talent development and internal mobility. D. Learning Solutions & Delivery Design blended learning solutions, including classroom, virtual, digital, and experiential learning. Manage the Learning Management System (LMS) and ensure learning data integrity. Build and manage a network of internal trainers, facilitators, and subject matter experts. Evaluate learning effectiveness using business performance indicators and participant feedback. E. Culture & Organizational Development Support initiatives that promote a high-performance and continuous learning culture. Collaborate with Internal Communications and HR teams on employee engagement, change management, and culture-building programs. Drive learning campaigns that reinforce leadership behaviors and organizational values. F. Learning Analytics & Governance Monitor learning KPIs, including completion rates, capability improvement, learning effectiveness, and ROI. Prepare regular reports and recommendations for leadership based on learning analytics. Manage learning budgets and external training partnerships to maximize value and impact. 3. Job Requirements Education & Experience Bachelor's degree in Human Resources, Business Administration, Psychology, Education, Organizational Development, or a related field. Min 4 years of experience in Learning & Development, Leadership Development, Talent Development, or Organization Development. Experience designing leadership development programs for managers and professionals. Experience in fast-paced industries such as technology, logistics, FMCG, retail, or platform businesses is preferred. Skills & Competencies Strong understanding of adult learning principles and instructional design. Experience in leadership development, competency framework design, and talent development. Strong facilitation, stakeholder management, and consulting skills. Ability to translate business priorities into capability development solutions. Data-driven mindset with experience measuring learning impact and effectiveness. Excellent communication and project management skills. 4. Behavioral Competencies Strategic Thinking Business Partnership Learning Agility Collaboration & Influence Ownership & Accountability Continuous Improvement Change Adaptability 5. Key Performance Indicators (KPIs) Learning program effectiveness Leadership capability improvement Learning completion and adoption rates Internal talent readiness and development progress Employee engagement related to learning Learning ROI and budget efficiency Stakeholder satisfaction Learning project delivery