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Design and implement competence strategies to identify skill gaps and define learning paths within technical domains like Engineering and Quality. Manage the development and deployment of learning solutions and maintain job and competence catalogues to ensure workforce proficiency.
Requires professional experience in HR expertise with a focus on competence development and learning management. Must be able to anticipate industry trends and collaborate with subject matter experts to create tailored learning portfolios.
Job Description:
A new opportunity in Learning has opened in Airbus GBS.
Responsibilities - your mission
This role contributes to the "Federated Academies in Airbus Defence and Space" [FA] Mission to enable the Business to appropriately qualify employees by understanding (and helping the Business understand) the Short-, Medium- and Long-term Competency Needs, and defining, maintaining and managing the optimal Learning Offer to meet those Needs. Consequently, this role focuses on driving professional growth and a robust learning culture within the Technical domains that are the focus of the [FA] - e.g. Engineering, Industrial, Procurement, Quality ... - in a transnational environment, ensuring the workforce is compliant, technically proficient and continuously evolving.
The jobholder will have strategic and operational responsibilities within the Engineering, Industrial, Procurement or Quality domain in the Federated Academies of Airbus Defence and Space:
Competence Strategy: design and implement the Competence Strategy in Engineering, Industrial, Procurement or Quality domain, fostering a modern learning culture
Prepare the future: anticipating industry trends to identify emerging and critical roles within Engineering, Industrial, Procurement or Quality, as well as maintaining the Jobs catalogue and job mapping according to the business
Gap analysis: proactively identify skill needs to ensure the organization remains competitive
Lifecycle management: maintain and evolve the Jobs and Competences catalogues, ensuring the learning solutions align with current and future business needs
Solution design: define requirements for new training solutions and manage the development process partnering with internal Subject Matter Experts and external providers
Learning Deployment: define learning paths, collaborate with internal trainers and implement corrective actions whenever there are deviation from the Learning Plan.
Network and Communication: actively participate in the communication strategy, promoting knowledge sharing and strengthening the Engineering, Industrial, Procurement or Quality network across the organization
Projects: contribute to transversal projects within the Engineering, Industrial, Procurement or Quality domain or across the Federated Academies to ensure consistency in learning standards and drive organizational synergy
In detail, the following describes the common Faculty responsibilities to which the jobholder shall contribute and deliver to:
Creation and Maintenance of a diverse and comprehensive Learning Portfolio / Offer (with optimized learning strategies) in order to provide a tailored response to the Mid-to-Long-term representation of When, Who and What the Business requires in terms of Competencies, driven by various factors (e.g. Business Strategy), specifically for the Engineering, Industrial, Procurement or Quality Domain --> maximizing the Return on Investment of such a Portfolio / Offer;
Definition and Maintenance of the Competence Strategy of the Airbus DS Business that has Jobs mapped within the Engineering, Industrial, Procurement or Quality Domain; the 'Competence Strategy' represents the Mid-to-Long-term Business Strategy expressed in When, Who and What the business requires in terms of Competences AND the high-level responses to these [competence requirements] in terms of Learning, thereby fostering a modern learning culture. (this includes the identification of Critical, Emerging and Future Jobs & Competences);
Management of the Competence & Learning (C&L) Actions / Action Plan that personify the 'high-level' Learning responses and consequently support the business in defining actions to improve competences on identified gaps, arbitrate "priorities" with the business and creating a learning adherence and monitoring process; demonstration of the short-to-mid-to-long-term effectiveness of the response strategy (and Actions);
Develop (in accordance with requirements captured in 'Learning Solution Specifications' that conform to the elements of the Competence Strategy) and Deploy low/medium/high & critical complexity Learning Solutions; this includes the identification, database management & budget prioritization arbitrary associated with Subject Matter Experts and External/Internal Trainers required in the Development and Deployment processes respectively;
Management of the [C&L] architecture that enables the optimum Competence Strategy: the Competence Catalogue, the Job Catalogue and the Learning Paths (with the Engineering, Industrial, Procurement or Quality-relevant Job Profiles and Competences respectively); where the Learning Paths contain the complete set of formal learning available to attain required Proficiency Levels;
Management of the ‘Learning / Competence Management’ System analysis – considering the sphere of influence of the Faculties in Engineering, Industrial, Procurement or Quality– identifying and solving the systemic problems that are impacting the optimum running of the system, which could include the proposals and implementation of process evolutions within the system (continuous improvement);
Representation of the [FA] towards the assigned Organization Units (those that have dominant mapping of employees to Jobs within the Engineering, Industrial, Procurement or Quality domain), channeling consolidated Competency requirements within the [FA] ecosystem.
Diverse career opportunities within Airbus European core countries or in other regions around the world.
A hybrid working model, allowing you to combine onsite and offsite work.
A modern office, well connected to public transportation.
A motivated and fun crew to grow and build and shape the GBS together.
An intense and exciting onboarding experience.
This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company’s success, reputation and sustainable growth.
Company:
Airbus Portugal SA-------
By submitting your CV or application you are consenting to Airbus using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Airbus.
Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief.
Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to emsom@airbus.com.
At Airbus, we support you to work, connect and collaborate more easily and flexibly. Wherever possible, we foster flexible working arrangements to stimulate innovative thinking.
We create innovative, effective space and defence solutions and services for our customers, driving our industry forward. We focus on the people we work with and for.
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