Talent & Learning Enablement Team Leader

AVEVA is creating software trusted by over 90% of leading industrial companies.

Principal Accountabilities:

Team leadership, performance, execution & service excellence (~70%)

· Lead, coach and develop a team of learning specialists setting clear priorities, goals and performance expectations.

· Own, design, manage, document and take initiative to continually improve processes and operational practices across the team focused on simplification, quality and operational reliability, utilising technology and automation wherever possible.

· Own processes including, but not restricted to procurement, full end-to-end learning programme co-ordination and communications in tools such as Workday Learning, managing learning queries and tickets from employees, regular reporting on learning completion and evaluation, taking full ownership for end to end operations outcomes.

· Drive consistent execution of programme co-ordination and learning operations processes across the team, ensuring high standards and a strong global learner experience. Monitor operational compliance to standards (e.g. quality audits, ticket themes, catalogue accuracy, course set-up, training brochures, sharepoint/intranet pages, accurate reporting).

· Design and own a set of KPIs for the Enablement Team, providing regular stakeholder reports on team performance and operational excellence and drive corrective action as needed. Also provide regular data sets for the wider talent & learning team senior managers to manage key KPIs.

· Ensure ServiceNow tickets and learner queries are triaged appropriately and resolved consistently within defined service levels by the global shared service centre and by the learning enablement team, monitor trends and address recurring issues through process improvements and knowledge articles.

· Lead stakeholder alignment with the Talent & Learning Senior Managers to understand the business, learning needs and priorities and take decisions to align these expectations to the team priorities and performance.

· Own resource planning and workload management across the team, balancing BAU delivery and project work, making prioritisation trade-offs explicit and escalating risks early.

· Partner closely with the Talent & Learning Process & Technology Senior Manager and senior specialist to operationalise governance and technology changes, ensuring the Enablement team is trained, ready and compliant with agreed standards.

· Oversee development and maintenance of learning content created in the team, learning communications and enablement content ensuring meeting brand, inclusivity and accessibility expectations. Ensure the team have licences and are trained in quality content creation.

· Oversee and manage talent & learning information and resources for learners ensuring intranet pages, communication/marketing community channels and brochures are up to date, on brand and inclusive. Ensure the team are trained to use the respective platforms and channels.

· Encourage use of approved AI tools and other technologies to explore more efficient ways of working and improve learner experience.

· Personally manage the operations for selected talent & learning programmes and/or experiences end-to-end alongside the Talent & Learning Senior Manager/s including vendor co-ordination (logistics, planning, issue resolution), programme co-ordination (scheduling, enrolment, communications, delivery co-ordination) and programme follow-up (evaluation, reporting, communications).

Learning projects (~30%)

· Lead learning projects that improve global learning outcomes and operational scalability, such as compliance training campaigns and design of core learning programmes.

· Bring a fresh and modern approach to designing and delivering learning experiences for employees, being familiar with adult learning styles, human centred learning design and different tools to create self-paced learning.

· Partner with Talent & Learning stakeholders to translate learner and business needs into project plans, clear requirements, stakeholder alignment and measurable outcomes.

· Create and manage project workstreams including timelines, risks, dependencies, communications and delivery governance.

· Ensure projects are operationalised with new processes documented, support model in place to reflect the experience, communications and training completed in a timely manner.

· Track and evaluate project effectiveness, measure outcomes and drive iterative improvements.

Important Working Relationships

It is important that the Talent & Learning Enablement Team Manager is comfortable interacting with employees of all levels and positions throughout the company. As a global company, the incumbent requires sensitivity to other perspectives and cultures. The role supports global stakeholders and will require some flexibility to connect across time zones, including the US.

Close working relationships with the Talent & Learning Senior Managers and the Talent & Learning Process & Technology Senior Manager, is essential to provide a consistent and joined up experience to learning and that learning strategy, technology and governance is embedded into delivery.

Key success measures (first 3 months):

· Enablement playbook for all processes and governance (SOPs, templates, SLAs) establishing a weekly operations and monthly metrics review and quarterly process audit and stakeholder service reviews, all powered by consistent and accurate data

· Key stakeholder cadence established with a clear intake/prioritisation/feedback mechanism

· Team capability and resourcing analysis for the coming 12 months with clear responsibilities that meets stakeholder priorities

· Team upskilling plan for end to end operations delivery, removing single points of failure, setting clear performance expectations, leveraging the full potential of team members and onboarding new team members.

Essential Knowledge, Skills and Experience

· Strong learning operations, process and programme management expertise in a global/matrixed environment. Likely to have minimum 6-10 years experience in this area.

· Demonstrated people leadership experience, including driving high performance, coaching, capability building, and hiring/onboarding. Likely to have 3+ years people management experience.

· Good knowledge of Workday Learning (or equivalent LMS) operational administration, system testing and learner experience-able to enforce consistent ways of working.

· Proven ability to design and embed scalable processes, governance adherence, and support models (including ticketing/ServiceNow operations).

· Experience of vendor management and procurement processes.

· Strong analytical skills: confident using data to manage operational performance, identify root causes, and prioritise improvements.

· Excellent communication skills (written and verbal): clear, pragmatic, able to create straightforward guidance and drive adoption.

· Strong stakeholder management capability: able to translate needs into clear requirements, drive alignment, and deliver outcomes at pace.

· Strong experience in project management - end to end management of project activities from stakeholder engagement, project scoping & project planning, through to managing timely deliverables and project retrospectives.

· Experience in learning design and delivery, including design of impactful virtual learning experiences

· Experience in virtual facilitation

· Strong knowledge and skills in human centred learning design.

· Experience of using different learning content creation tools.

Behaviours

· Service excellence mindset with a strong focus on learner experience and operational reliability.

· Calm, structured problem solver; manages ambiguity and competing demands effectively.

· Continuous improvement orientation-simplifies and standardises while protecting quality.

· Collaborative and transparent; escalates early and communicates trade-offs and risks clearly.

· High integrity and discretion; handles sensitive data appropriately.

· Proactive leader who creates clarity, builds capability, and drives accountability.

· Proactive and shows initiative to bring about change and improvement

· Responsive and detail orientated

· Strong interest in learning and development and the impact on performance of the business

People at AVEVA

We’re focused on the single most important part of AVEVA’s business: our employees. From recruitment and reward to experience and engagement, our partnerships across the business create and enable the conditions for every individual to thrive.

Doing the best we can for our great people requires quick thinking - and big thinking. Our team is as involved in the day-to-day activities affecting the employee experience as we are in the global transformation projects shaping AVEVA’s future. Join us and become part of a diverse and vibrant group that’s striving to make every day at AVEVA even better than the last.

Find out more: https://www.aveva.com/en/about/careers/

India Benefits include:

Gratuity, Medical and accidental insurance, very attractive leave entitlement, emergency leave days, childcare support, maternity, paternity and adoption leaves, education assistance program, home office set up support (for hybrid roles), well-being support

It’s possible we’re hiring for this position in multiple countries, in which case the above benefits apply to the primary location. Specific benefits vary by country, but our packages are similarly comprehensive.

Find out more: aveva.com/en/about/careers/benefits/

Hybrid working

We work in a hybrid way at AVEVA. Most roles are based at a local AVEVA office, with an expectation of being on-site 50% of your working hours to support collaboration and connection. Some positions are fully office-based depending on the nature of the work, and certain roles that support specific customers or markets may be remote. The working arrangement for this position will be confirmed during the hiring process.

Hiring process

Interested? Great! Get started by submitting your cover letter and CV through our application portal. AVEVA is committed to recruiting and retaining people with disabilities. Please let us know in advance if you need reasonable support during your application process.

Find out more: aveva.com/en/about/careers/hiring-process

About AVEVA

AVEVA is a global leader in industrial software with more than 6,500 employees in over 40 countries. Our cutting-edge solutions are used by thousands of enterprises to deliver the essentials of life - such as energy, infrastructure, chemicals, and minerals - safely, efficiently, and more sustainably.

We are committed to embedding sustainability and inclusion into our operations, our culture, and our core business strategy. Learn more about how we are progressing against our ambitious 2030 targets: sustainability-report.aveva.com/

Find out more: aveva.com/en/about/careers/

AVEVA requires all successful applicants to undergo and pass a drug screening and comprehensive background check before they start employment. Background checks will be conducted in accordance with local laws and may, subject to those laws, include proof of educational attainment, employment history verification, proof of work authorization, criminal records, identity verification, credit check. Certain positions dealing with sensitive and/or third-party personal data may involve additional background check criteria.

AVEVA is an Equal Opportunity Employer. We are committed to being an exemplary employer with an inclusive culture, developing a workplace environment where all our employees are treated with dignity and respect. We value diversity and the expertise that people from different backgrounds bring to our business. AVEVA provides reasonable accommodation to applicants with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, please notify your recruiter. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.