Senior Director - Learning and Development

WPP is the trusted growth partner for the world’s leading brands. With exceptional talent, trusted data and intelligence, and world-class partnerships – all united by our pioneering agentic marketing platform, WPP Open – we help clients navigate change, capture opportunity, and deliver transformational growth. 

WPP Media is WPP's AI-driven media operating unit, bringing together media, data, and partnerships to deliver creative personalisation at scale. Connected through WPP Open and powered by Open Intelligence, clients see exactly where, how, and why their media investment is working.

For more information, visit wppmedia.com.

WPP is the creative transformation company. We use the power of creativity to build better futures for our people, planet, clients and communities. For more information, visit wpp.com.

WPP Media is WPP’s global media collective. In a world where media is everywhere and in everything, we bring the best platform, people, and partners together to create limitless opportunities for growth. For more information, visit wppmedia.com

At WPP Media, we believe in the power of our culture and our people. It’s what elevates us to deliver exceptional experiences for both our clients and each other. In this role it will be critical to embrace WPP & WPP Media’s shared core values:

• Be Extraordinary by Leading Collectively to Inspire transformational Creativity.
• Create an Open environment by Balancing People and Client Experiences by Cultivating Trust.
• Lead Optimistically by Championing Growth and Development to Mobilize the Enterprise.

1. Designing, structuring Learning & Development programs and initiatives:

• Conduct thorough needs analysis and consult the business on challenges, priorities, development opportunities.
• Design a high-level learning strategy in line with business priorities.
• Align the strategy with external partners/faculty, the Regional Learning & Development team and GroupM’s Trained Trainers.
• Customize programs for business groups in line with instructional design principles.
• Design an evaluation model to measure impact of learning on teams, clients and the overall business.
• Structure end-to-end long term learning programs for entry level talent.

1. Execution of learning strategy:

• Lead the preparation and marketing of the learning calendar to ensure a steady stream of program delivery.
• Refresh systems and processes to run mass trainings on scale, including budgeting, scoping, scheduling and delivery.
• Spearhead the engagement with Learning Champions – upskilling, feedback, recognition.
• Facilitate mid/senior level sessions – both virtually and in-person.
• Execute learning audit and talent management surveys, prepare debrief reports and comms to the leadership and all-staff.
• Leverage the LMS support the delivery, reporting and overall management of learning to all employees.

1. Driving a culture of high performance:

• Manage the entire performance management cycle – from goal-setting to check-ins, appraisals and reviews.
• Hold teams accountable on timelines and ensure completion in time for increment cycles.
• Suggest Learning & Development solutions based on performance appraisals of identified high potential cohorts.
• Work with the GroupM Youth Executive Committee (YCO) on their development goals – projects, reverse mentoring, individual growth plans. Collaborate with Agency Talent teams to proactively retain the YCO.

1. Supporting GroupM Communities and Employee Resource Groups:

• Formulate a hybrid working strategy that ensures productivity, performance, empathy, welfare and well-being.
• Enlist into employee communities, support initiatives and programs that shape our culture. Author specific wellness solutions for cohorts such as returning moms, first time managers, parents juggling work and children,
• Partner with experts in the field of physical fitness, mental health and mindfulness at the GroupM level and customize efforts for Agencies.
• Maintain a microsite that serves as a repository for all resources for welfare and wellbeing.
• Partner with the Talent Acquisition team on the internship program for the LGBTQIA+ group and women returning to work. Curate content for sensitivity trainings for interviewer panel and teams where interns are hired.

1. Proficiency and expertise:

• Certified in instructional design, Train-the-trainer, 360 feedback tool and a recognized behavioural assessment.
• Expert facilitator for mid-senior level cohorts.
• Confident in engaging and communicating (with proven excellence & empathy) with business teams and employee cohorts.
• Comfortable with technology, data and has a digital-first mindset. Knowledge of the digital world (E-commerce, performance, programmatic, mobile, social media).

1. Business understanding:

• Gradual and steady grasp on the business to be able to not only understand business needs and priorities but translate them into Learning & Development opportunities.
• Understand roles, structures, cohorts and talent culture.
• Understand GroupM’s business goals and talent objectives.
• Able to question a brief, arrive at the problem statement, craft appropriate solutions.

1. Autonomy and self-leadership:

• Able to lead agendas independently once the direction is aligned.
• Knows when to ask for timely help.
• Able to mobilize resources to get the job done.
• Invested in self-growth and has a keen learner’s mindset.

1. Influence without Authority:

• Ability to influence and impact business teams and talent leadership
• Collaborator with external experts/faculty/partners, internal talent teams, WPP teams and cultural communities.
• Ability to navigate a complex organization structure.
• Comfortable with ambiguity and is able to take risks.