The Company

Ooredoo is an organisation on the move. Thanks to our dedicated employees, we continue to move closer towards our vision to be among the top 20 telecommunications companies in the world .

We are a dynamic global telecommunications player operating in 17 countries across the Middle East, North Africa (MENA) and Asia. We cover a population of more than half a billion people and serve more than 68 million customers.

In Kuwait, we employ approximately 1,000 talented people, all of whom are driving Ooredoo to be the number one choice for world-class communications services in Kuwait. In the face of intensifying competition, increasingly sophisticated technology and rising customer expectations, nothing is more important to our success than our team – and it's a team that you can be part of.

Ooredoo's future is bright, and you can be part of our ongoing success.

The Role

Lead the organization's learning, talent and leadership development strategy to build the workforce capabilities required to deliver current and future business priorities. Partners with senior leaders to identify critical skills, strengthen succession pipelines, accelerate leadership capability, enable internal mobility and embed a culture of continuous learning. Ensure effective governance and measurable business impact through learning technology, people analytics and responsible AI-enabled solutions.

Key Responsibilties

• Develop and execute an enterprise learning and capability strategy aligned with business, workforce and transformation priorities.

• Partner with business and HR leaders to identify critical capabilities, diagnose performance gaps and agree evidence-based interventions.

• Lead skills inventories, skills-gap analysis, reskilling, upskilling and role-based capability pathways.

• Promote a continuous-learning culture and inclusive access to development opportunities.

• Own the talent review, calibration, succession and high-potential frameworks, including transparent criteria and governance.

• Strengthen succession coverage, bench strength and readiness for business-critical roles.

• Design career pathways, development planning and internal mobility approaches that improve retention and deployment of critical talent.

• Provide data-based talent insights and recommendations to executive management.

• Define leadership capabilities and development journeys for all leadership levels.

• Lead executive assessment, coaching and individual development planning with appropriate confidentiality.

• Design, procure and evaluate leadership programs that support strategy, culture and succession priorities.

• Own the LMS/LXP and wider digital-learning ecosystem, content standards, learner experience and adoption.

• Use people analytics and skills intelligence to prioritize investment and personalize development.

• Adopt AI-enabled learning and content solutions responsibly, with appropriate privacy, ethics, quality and human oversight.

• Build digital and AI capability across the workforce in line with business needs.

• Diagnose organisation and culture needs and lead targeted organisation-development interventions.

• Support business transformation through stakeholder analysis, change-impact assessment, communication, capability building and adoption plans.

• Facilitate senior-team effectiveness, culture and behavioural-change interventions.Set policies, standards and governance for learning, talent, assessments, coaching, mobility and data.

• Define dashboards and measures including skill-gap closure, time to proficiency, learning application, succession coverage, readiness, internal mobility, critical-talent retention, program impact and cost effectiveness.

• Manage the function's budget, portfolio, risks, vendors and contracts, ensuring quality and value.

• Lead, coach and develop the Learning & Talent Management team and maintain strong stakeholder partnerships.

• Oversee inbound and outbound developmental mobility in coordination with relevant HR and Group stakeholders.

• Proactively manage and motivate the team to be highly professional and results oriented.

• Improve employee performance through personal coaching and identifying training and development needs.

• Recruit reporting staff as required.

• Conduct annual performance appraisals (Performance Management System) and ensure objectives set are monitored and achieved.

Qualifications/Requirements

• Bachelor's degree in Human Resources, Organizational Development, Business, Psychology or a related field is required.

• Master's degree or postgraduate qualification in a relevant discipline is preferred.

• Relevant professional certification such as CIPD, SHRM, ATD, recognised coaching, psychometric assessment or change-management accreditation is preferred.

Job specific technical Skills

• 10-12 years of relevant progressive experience, including at least 4-5 years leading a learning, talent or organization-development team.

• Demonstrated experience designing enterprise learning and talent strategies aligned with business and workforce priorities.

• Strong expertise in talent reviews, succession planning, leadership development, assessment, coaching, career development and internal mobility.

• Experience with skills-based workforce practices, digital learning platforms, people analytics and dashboards.

• Working knowledge of responsible AI use, data privacy, ethics and governance in HR and learning.

• Strong commercial, budget, portfolio, vendor and contract-management capability.

• Knowledge of applicable employment, data-protection and regulatory requirements.

• Excellent written and verbal English; Arabic is a strong advantage.

• Ability to operate effectively in a diverse, multicultural and multinational environment.

• Advanced consulting, needs diagnosis, instructional design, facilitation and learning-impact evaluation.

• Advanced talent assessment, succession, calibration, capability-building and leadership-development practice.

• Strong data literacy, analytical judgement and ability to translate insight into executive recommendations.

• Digital fluency across LMS/LXP, virtual learning, collaboration tools, dashboards and AI-enabled learning applications.

• Excellent stakeholder influence, change leadership, communication, facilitation and presentation skills.

• High ethical judgement and ability to protect confidential employee and organizational information.