Learning & Talent Development Manager

Company overview

Big Ticket LLC has been running since 1992 and is known for offering major cash giveaways and dream cars through monthly guaranteed draws. These draws have made it possible for participants to win substantial cash rewards, luxury vehicles, and other prizes, with millions of dirhams awarded every month.

The organisation aims to do more than host a raffle. Its focus is on creating experiences that bring hope, excitement, and joy, while turning dreams into reality through entertainment and memorable draw events.

Role purpose

Big Ticket is in a phase of significant expansion and change, and this position is central to that journey. The selected candidate will establish and lead the learning and talent development function so employees gain the skills, confidence, and visibility needed to progress with the business.

This role is designed to build capability from the ground up rather than simply manage existing processes. It includes creating learning frameworks, introducing systems, defining career and succession paths, and linking development to performance and engagement priorities. The work spans three core areas: strengthening learning and development, supporting strategic workforce planning through capability review, and preserving the company culture through engagement-focused initiatives.

Key responsibilities

• Develop and grow Big Ticket’s learning and development capability so it actively supports business transformation and is positioned as a strategic function.
• Create a blended learning model covering digital learning, in-person learning, and professional qualification pathways, with clear development routes for employees.
• Set up career progression frameworks so employees can clearly understand growth opportunities and the steps needed to advance.
• Design development plans tied to capability needs, succession planning, and future workforce requirements.
• Build and roll out leadership development for senior executives and a separate management development track for both new and seasoned managers.
• Introduce mentorship and coaching programmes that encourage learning and knowledge sharing across the organisation.
• Develop and facilitate soft-skills training on communication, problem-solving, collaboration, and related workplace competencies.
• Manage the full rollout of the Learning Management System, including selection, launch, user adoption, and continued engagement.
• Evaluate and implement digital learning tools, e-learning content, and learning analytics to improve scale, access, and measurement.
• Adapt global learning practices so they suit Big Ticket’s culture and operating environment.
• Support HR and business planning by carrying out capability assessments to identify current strengths and development gaps.
• Lead succession planning activities, including talent identification, pipeline building, and readiness evaluation for key roles.
• Design learning needs assessments and solutions aligned to transformation initiatives and growth plans.
• Work as an internal consultant and business partner, advising leaders on capability issues and recommending tailored interventions.
• Help protect and strengthen company culture through engagement initiatives focused on people management and personal growth.
• Own the employee engagement survey approach, including design, rollout, and action planning, especially on topics linked to L&D and manager effectiveness.
• Design the onboarding experience from the first day through probation confirmation and objective setting.
• Support performance management by connecting learning activity with performance objectives and development outcomes.
• Launch engaging learning initiatives such as lunch-and-learns, knowledge-sharing sessions, and team-building activities to keep learning part of daily work.

Skills and experience required

• Strong ability to consult, influence, and partner with stakeholders across all levels of the business.
• Practical experience with LMS platforms and e-learning tools, including implementation and adoption.
• Ability to think strategically while also managing detailed execution.
• Demonstrated success in creating programmes from the ground up and scaling existing ones.
• Good understanding of performance management, succession planning, and the link between them and L&D.
• Experience designing leadership development, management training, and coaching or mentoring frameworks.
• Comfort handling multiple priorities and projects at the same time.
• Experience with employee engagement surveys, measurement, and converting insights into action.
• International exposure or work in multicultural settings is considered an advantage.
• Executive coaching certification or related experience is beneficial but not required.

Qualifications

• A degree in HR, Business, Training and Development, Organisational Development, or a similar field.
• Professional qualifications such as CIPD are a plus.
• Substantial experience in Learning and Development, Talent Development, or Organisational Development.
• A strong record of delivering effective learning and talent initiatives in a corporate setting, ideally during growth or transformation.