Professional Development Manager

• Establish and track KPIs aligned with the 5-year plan for each role within the company

• Review and adjust Job Descriptions to reflect these KPIs, enforce role clarity / performance expectations, and accountability.

• Develop and implement a standardized performance evaluation process.
• Work closely with department leaders to develop personal development plans (PDPs), identifying areas for growth and mapping out relevant professional development initiatives to support employee progress.
• Establish performance indicators and benchmarks that align with both organizational goals and employee development needs.
• Leverage data to identify skill gaps, track the effectiveness of development programs, and adjust learning strategies accordingly.

• Develop, implement, and manage a comprehensive professional strategy, including the design and delivery of training programs, workshops, and e-learning initiatives.
• Ensure learning initiatives promote the development of both technical expertise and essential leadership and soft skills.
• Identify and manage external training vendors and partners, ensuring their programs are effective and aligned with company needs.

• Oversee the selection and management of learning management systems (LMS) and other digital platforms to deliver training content, track employee progress, and provide accessible learning opportunities.

• Lead the design, implementation, and continuous improvement of a company-wide Succession Planning Program.
• Identify critical roles and assess current and future leadership needs in alignment with the company’s strategic objectives.
• Partner with senior leadership and HR teams to identify high-potential talent and create individualized development plans for successors.
• Integrate succession planning with workforce planning and organizational development initiatives.
• Ensure that succession pipelines are diverse, future-ready, and aligned with long-term business continuity goals.
• Monitor and report on key performance indicators (KPIs), including internal promotion rates, leadership bench strength, time-to-fill for critical roles, and successor readiness levels.
• Provide regular updates and strategic insights to executive leadership on succession risk and mitigation strategies.

• Support the development and integration of policies related to performance management, employee development, promotions, advancement, and career progression to ensure consistency and fairness across the organization.
• Provide recommendations for new policies or modifications to existing policies that support the continuous development of employees.

• Oversee the integration of HRIS with e-learning platforms to ensure seamless data flow between systems.
• Ensure that employee learning progress, training certifications, and development data are accurately reflected in HRIS.
• Develop and configure automated workflows for performance reviews, feedback collection, and reporting.
• Evaluate and recommend new technologies that can enhance the learning experience and improve overall L&D functions.
• Manage the setup, configuration, and ongoing support of technologies, such as Learning Management Systems (LMS), talent development platforms, and e-learning tools.

• Bachelor's degree in Human Resources, Psychology, Organizational Development or Business Administration is mandatory.
• Master's degree is mandatory.
• Proficiency in French is a plus.
• International work experience and multicultural/global exposure is necessary.

• A minimum of 10+ years of experience within a top-tier international consulting firm is required (e.g., McKinsey, Bain, BCG, Big 4)
• Proficient in Microsoft Office Suite (Excel, PowerPoint, Word).
• Experience with LMS, eLearning tools, and other training technologies.
• Strong knowledge of performance development planning and performance management systems.
• Proven ability to assess training needs and develop effective solutions.
• Strong project management skills and the ability to handle multiple priorities.

Genser Energy