Learning and Development Manager

Job description

Company Description Minor Hotels Middle East and Africa, a dynamic force in the global hospitality landscape and part of the renowned Minor International portfolio, continues to redefine luxury and innovation across the region. With an exceptional collection of award-winning brands, the group is celebrated for delivering immersive guest experiences, world-class dining concepts, and cutting-edge hospitality leadership. As part of its ongoing expansion and commitment to excellence, Minor Hotels Middle East & Africa is seeking a passionate and visionary Learning and Development Manager dedicated to shaping the future of luxury hospitality in one of the world's most captivating cities. Job Description At Minor Hotels, we always behave in the following way… We have pride in the work we do, how we present ourselves, and how we communicate with our guests and our colleagues. We use our initiative and always find the best way to solve a problem for a guest or a colleague. We work as a team with colleagues across all departments to deliver the highest quality of service on all occasions. We always think of new ways to surprise and delight our guests. We treat guests and colleagues with dignity and respect. Everyone is important. We hold ourselves to the highest standards of honesty and integrity. We are proud to represent our hotel and our country to guests from all over the world. WHY THIS JOB EXISTS To serve the needs of the business, our guests, and our colleagues by designing and implementing learning strategies, managing training programs, and developing Team Member skills and knowledge within an organization to improve operational efficiency. At Minor Hotels, we are proud to represent our hotel and our country to guests from all over the world. We treat our guests and our colleagues with respect, and work hard together to deliver the highest quality of service to all. KEY ROLES AND RESPONSIBILITIES Please note: this list is not exhaustive. Hotel team members continuously find new ways to support the business, delight guests, and collaborate with colleagues. Within this expectation, the key responsibilities for this position are: 1. Learning Strategy and Planning Strategic Learning Alignment Conduct annual and quarterly learning needs analyses (LNA) using data from guest satisfaction scores, performance reviews, operational metrics, skills gaps, and emerging business needs. Identify, prioritise, and validate capability gaps and communicate findings to the Hotel Leadership Team. Translate business goals, guest feedback (LQA, ReviewPro), and operational challenges into actionable learning strategies. Align all learning priorities to workforce planning, succession planning, and brand culture. Annual Learning Planning Lead the development of the hotel’s annual Learning & Development plan and budget aligned to corporate goals, future skills, and strategic KPIs. Support Department Heads in crafting departmental learning/training plans and structured learning calendars. Integrate modern learning methodologies, including blended learning, microlearning, digital platforms, and experiential learning. Continuously track learning activities to ensure alignment with the annual plan and evolving business needs. Leadership Partnership Provide expert consultation to the Senior Leadership Team on learning interventions that directly drive business performance. Assess leadership capability needs and propose targeted development pathways (coaching, leadership workshops, external programs, e-learning) 2. Learning Management Learning Calendars & Execution Prepare and publish a monthly Hotel Learning & Development Calendar, ensuring visibility across all BOH areas. Ensure departmental training calendars are completed, communicated, and executed by Department Heads and Job Skills Coaches. Monitor the completion and quality of departmental on‑the‑job training, cross-training, and skills development. Delivery & Facilitation Design, customise, and deliver high-impact training programs using modern facilitation techniques (interactive workshops, digital modules, simulations, coaching circles). Conduct competency‑based assessments to evaluate skills transfer, behavioural change, and readiness for advancement. Facilitate brand-standard onboarding sessions to ensure new team members understand values, service culture, and operational expectations. Learning Compliance Ensure 100% completion of compliance and mandatory programs (health & safety, fire, brand standards, cybersecurity, code of conduct). Administer the Learning Management System (LMS) ensuring seamless access, course assignment, tracking, and reporting. Data & Measurement Provide monthly, quarterly, and annual learning analytics including participation, completion rates, skills gaps, and program effectiveness. Review operational KPIs, guest scores, and internal audit findings to identify learning priorities and measure impact. Evaluate training effectiveness using Kirkpatrick’s model or similar frameworks. Quality & Standards Support Partner with leaders to enhance performance in quality assurance programs (LQA, ReviewPro, Mystery Audits, Guest Satisfaction). Align learning activities to brand identity, values, guest experience standards, and service excellence frameworks. 3. Building a Learning Culture Coaching & Capability Building Train, coach, and support Job Skills Coaches to deliver high-quality departmental training. Facilitate regular Job Skills Coach meetings to provide guidance, coaching techniques, and updates on learning priorities. Culture & Engagement Promote learning and development activities to maximise participation, motivation, and continuous learning. Curate relevant learning resources, including microlearning videos, toolkits, job aids, and digital content libraries. Foster a culture of knowledge-sharing, cross-training, and internal expertise. Continuous Improvement Collect, analyse, and act upon feedback from training sessions to continuously improve content and delivery. Present learning results, trends, and insights in leadership and departmental meetings to drive improvement decisions. Recognition Develop initiatives to recognise learning achievements, including milestones, certifications, completions, and exemplary coaching performance. Corporate Learning Community Participate in regional and corporate Learning Manager catch-ups, sharing best practices, innovations, and success stories. 4. Managing Learning Budgets Financial Planning & Control Develop the hotel’s annual Learning & Development budget in alignment with corporate guidelines and business KPIs. Monitor learning expenditure to ensure it meets budgeted targets and provides ROI. Evaluate the cost-effectiveness of learning programs and recommend optimisations. Track expenses, vendor invoices, training costs, and budget utilisation. 5. Managing External Local Learning Partners Build strong relationships with local training institutions, universities, vocational bodies, and government agencies. Evaluate training vendors in collaboration with the corporate office to ensure alignment with brand standards and learning needs. Oversee vendor performance, quality of delivery, and adherence to approved budgets. Explore partnerships that support internship pipelines, apprenticeships, and future talent development. 6. Supporting Hotel Leaders in Developing Others Capability Support Maintain expert-level knowledge of all available learning systems, platforms, corporate programs, and digital learning content. Guide managers in supporting their teams’ career development, performance improvement, and skills enhancement. Development Planning Train leaders on creating high-quality Individual Development Plans (IDPs) aligned to career pathways and skill progression. Provide coaching to leaders on facilitation skills, training delivery, conducting assessments, and competency evaluation. Talent & Succession Development Support identification of high-potential employees and implement development programs aligned with talent pipelines. Collaborate with leaders to build future-ready skills across technical, behavioural, and leadership competencies. HOW YOU CAN SUCCEED IN THIS ROLE Within Minor Hotels, the top-performing people who do this job always demonstrate the following attitude: Leadership A genuine interest in the personal and professional development of all hotel team members is a critical requirement for this role. They maintain the trust of the team member and are regarded as fair, reasonable, approachable, and honest. They understand the business environment and the strategic objectives and challenges of the overall hotel operation. They are passionate about team member development and delivering exceptional guest service. They are focused on achieving results and continual improvement. They process information intelligently and analytically, leading to well-informed judgements and logical and coherent conclusions. They have an aptitude for and interest in learning and understanding new learning systems, including internet-based systems. Working with Others: They always try to anticipate and exceed the needs of customers and colleagues. They use their own initiative and good judgement to solve problems calmly and efficiently. They enjoy working with others to achieve common goals. They volunteer as required to ensure the success of the team. They act with personal professionalism and integrity at all times. Taking Responsibility: They always conduct business honestly and fairly. They keep sensitive information confidential. They can prioritise their workload effectively and be organised and structured at work. They manage their time and pay attention to detail. They know their jobs and can work without close supervision. They display a positive attitude, even under pressure. They personally check their work to ensure its accuracy. Delivering Results: They are committed to meeting and exceeding all performance standards. They constantly look to develop their own professional skills and abilities. They perform job tasks in line with established policies and procedures. They always try to provide a top-quality experience to all our guests. Qualifications INDIVIDUAL PROFILE AND DESIRED QUALIFICATIONS A good command of the English and Turkish language – verbal and written; Good experience in hotel operations Experience in a luxurious Hotel brand; Strong commercial/business acumen; Effectively communicates with all levels; A strong leader who can articulate a vision and translate it into reality Additional Information