The Head of L&D CIS is accountable to define the relevant learning & development and upskilling strategy across all the countries the CIS Business Line operates. He/ she is accountable to propose and run the relevant initiatives that foster the "one Capgemini mindset" across the CIS GBL: on boarding programs, Specific CIS methodologies and specific CIS technology upskilling / reskilling programs. He/She is accountable to leverage and adapt for relevance to CIS the global assets and learning solutions for all the global and transversal needs across the company: Leadership development, Compliance, Industry upskilling, Key Audiences that need global professional enablement: Client Managers, Sales, Engagement managers, Architects, Delivery Heads.
The job offers the opportunity to lead a dual transformation agenda:
- Support a massive business transformation with AI
- Support the highest transformation opportunity for the learning function through the implementation of a new operating model and the leverage of GenAI tools opportunities, with high expectations on increased global alignment and efficiency.
Your role
Definition of a cohesive learning strategy based on CIS capability building plan. Define the outcomes that the capability building plans need to deliver each year. Shape a coherent learning approach co-designed with the CHRO and business leaders within CIS to reach those outcomes. Accountable to foster a continuous learning and professional growth culture within CIS. Active promoter of all Group learning initiative, proactive actor in shaping and localizing them for the GBL. Accountable for the GBL based initiatives outcomes.
Contribution to Learning transformation agenda: Actively contribute and inputs into Groupwide initiatives: initiatives range from global offer design of experiences, the evolution of our digital learning technology stack through active watch and lead of pilots for new tools, the evolution of our learning insights and reporting needs.
Aligned Approach to learning design and delivery: Accountable for end-to-end development and delivery (from business requirements to performance assessment) of programs needed by CIS. Learning design is a group enabled function and delivery of program is managed either at group level or within countries. The role of the GBLs is to leverage at best the design and delivery functions to ensure outcomes are met, not to design and deliver programs.
"One Capgemini" ambassador: Guarantee collaboration and integration with others functions and entities in Group L&D promoting a unified 'One Capgemini' mindset, beyond CIS.
Budget optimization and efficiency management: Consolidation of the CIS learning budget, and orchestration of the learning teams to build a ONE Capgemini approach to learning. Optimize CIS budget allocation and ensure efficiency of delivery.
People Management: People management of the teams within CIS, as per our global learning operating model. Current LBP team size: below 10.
Your Skills and Experience- 15 plus years of Business experience ideally in technology Industry, with a minimum of 10 years' experience years in Learning & Development at Scale or in HR and talent development.
- Business Acumen and understanding of Cloud, Cyber and Infrastructure managed services is a must have to be a trusted advisor to the business. Business experience is considered and valued when linked to skills development initiatives
- Experience presenting to Business executive boards
- Experience in Understanding and implementing technology upskilling programs at scale is critical
The base compensation range for this role in the posted location is $103,879 - $326,250
Capgemini provides compensation range information in accordance with applicable national, state, provincial, and local pay transparency laws. The base compensation range listed for this position reflects the minimum and maximum target compensation Capgemini, in good faith, believes it may pay for the role at the time of this posting. This range may be subject to change as permitted by law.
The actual compensation offered to any candidate may fall outside of the posted range and will be determined based on multiple factors legally permitted in the applicable jurisdiction.
These may include, but are not limited to: Geographic location, Education and qualifications, Certifications and licenses, Relevant experience and skills, Seniority and performance, Market and business consideration, Internal pay equity.
It is not typical for candidates to be hired at or near the top of the posted compensation range.
In addition to base salary, this role may be eligible for additional compensation such as variable incentives, bonuses, or commissions, depending on the position and applicable laws.
Capgemini offers a comprehensive, non-negotiable benefits package to all regular, full-time employees. In the U.S. and Canada, available benefits are determined by local policy and eligibility and may include:
- Paid time off based on employee grade (A-F), defined by policy: Vacation: 12-25 days, depending on grade, Company paid holidays, Personal Days, Sick Leave
- Medical, dental, and vision coverage (or provincial healthcare coordination in Canada)
- Retirement savings plans (e.g., 401(k) in the U.S., RRSP in Canada)
- Life and disability insurance
- Employee assistance programs
- Other benefits as provided by local policy and eligibility
Important Notice: Compensation (including bonuses, commissions, or other forms of incentive pay) is not considered earned, vested, or payable until it becomes due under the terms of applicable plans or agreements and is subject to Capgemini's discretion, consistent with applicable laws. The Company reserves the right to amend or withdraw compensation programs at any time, within the limits of applicable legislation.
Disclaimers 
