POLICY AND APPROACH.​

Lead the definition of Amadeus' approach to training and development, creating a framework into which different levels and forms of training and development may fit.​ Determine when to buy and when to build training and development solutions.​ Work closely with HR colleagues across the group to define the role of Corporate HR versus line HR in training and development.​ Define the approach to development of group-level talent, establishing procedures to manage development of this talent pool, closely integrated with the group talent management processes.​ Ensure close connection between group strategy, Talent Action Plans and the approach to and provision of training and development - ensure the group is investing where it should.​

GROUP PROGRAMMES & KEY CONTENT.​

Design and support the deployment of training and development programmes:

1) Product Training /​ Knowledge sharing;

2) group-wide training programmes for broad based training needs which are more efficiently delivered group wide than at local level;

3) graduate and/​or post MBA development programmes - which would be created in close co-operation with the Senior Manager Group Resourcing and tailored to meet identified talent needs across the group;

4) development programmes for talent groups especially related to leadership development;

5) learning Paths per function in order to support employee evolution

TRAINING & DEVELOPMENT METHODS.​

Define the best and most efficient methods to deliver core content to Amadeus employees.​ Define an e-learning strategy and investigate and propose new technology learning solutions in order to maximize reach and cost.​

TALENT ACTION PLANS.​

Support the Senior Manager Group Talent Management in the development of business line and group level Talent Action Plans.​ Specifically, whilst the former will focus on identification of needs, this role holder (Group Training and Development) will identify the development and training solutions to those needs, and then deliver those which are best provided at the group-wide level.​

SUPPLIER MANAGEMENT.​

Lead relationships with training suppliers across the group.​ Assess the value of, and if appropriate deliver, preferred supplier arrangements; selecting appropriate partner firms.​ Manage group spend on training, driving value and efficiency improvement.​ Lead relationships with suppliers to ensure strong mutual understanding.​

TALENT MANAGEMENT.​

Work with colleagues across Group Talent Management on common projects.​ Share workload and ensure the team's sustainability by double-hatting in the other workstreams.​