Section Head, Disipline Training RAK

Maaden Brief:

Ma’aden, established in 1997, is one of the fastest-growing mining companies in the world and the largest multi-commodity mining and metals company in the Middle East. We are leading the development of the mining industry to become the third pillar of Saudi Arabia’s economy by building a world-class, unique, and fully integrated mining value chain."

We are pleased to share an exciting opportunity for the below mentioned position. This role offers a chance to contribute to our ambitious growth and play a key part in shaping the future of mining in the Kingdom.

Benefits:

• Career Growth. 
• Competitive Salaries 
• Comprehensive Package
• Inclusive Work Environment
• Work-Life Balance
• Employee wellness

Section Head, Discipline Training – RAK

Reportingto

Phosphate BU/TCI

Department

CI/ Discipline Training

NA

Budget/Size

M11

Job Family

Sub Family

Section Head

Role Profile Number

The Section Head, Discipline Training - RAK, is a leadership role responsible for developing, implementing, and overseeing comprehensive discipline-specific training programs for all employees (operators, technicians, supervisors) within the RAK site. This position ensures that the workforce possesses the necessary technical skills, operational knowledge, and competencies, including those required for new digital tools and continuous improvement methodologies, to support the site's objectives and overall organizational goals.

Training Strategy & Program Development:

• Develop and articulate a site-specific training strategy aligned with the overall organizational goals, operational needs, and the digitalization roadmap.
• Design, develop, and continuously update comprehensive training curricula and programs for specialized disciplines, including Di-ammonia plant & material handling, Phosphoric acid plant, Maintenance E&I, Maintenance Mechanical, Ammonia plant, and Sulfuric acid plant & power & utilities.
• Identify current and future skill gaps across the workforce and proactively develop tailored training solutions to address them.

2. Training Delivery & Management:

• Oversee the effective delivery of all training programs at the site, ensuring high quality, relevance, and engagement for operators, technicians, and supervisors.
• Manage and guide the 6 Discipline Training Specialists, ensuring effective execution of their training responsibilities.
• Manage training resources, including internal trainers, external vendors, and learning platforms.
• Ensure efficient scheduling and coordination of training activities across various plant units

3. Competency Development & Certification:

• Implement frameworks for competency assessment and development for employees, ensuring they achieve required skill levels.
• Collaborate with relevant experts (e.g., Principal Engineer, Six Sigma Implementation) to integrate certification programs for specialized skills relevant to operations.
• Monitor and track employee training progress and certification status.

4. Training Effectiveness & Impact Measurement:

• Establish robust metrics and evaluation methodologies to measure the effectiveness and return on investment (ROI) of training programs at the site.
• Analyze training data to identify trends, areas for improvement, and the impact of training on operational performance and digitalization adoption.
• Prepare and present reports on training outcomes and their contribution to business objectives to site management and the Manager, Discipline Training.

5. Stakeholder Collaboration & Communication:

• Cultivate strong relationships with department heads, operational managers, and HR to understand specific training needs and ensure program alignment.
• Communicate effectively about training opportunities, requirements, and benefits across the site.
• Act as a champion for learning and development within the operations.

6. Digital Learning Integration:

• Explore and integrate digital learning tools, platforms, and methodologies to enhance training delivery and accessibility for the workforce.
• Ensure training programs support the adoption and proficient use of new digital technologies and systems implemented across the sites.

Minimum Qualifications:

Bachelor’s degree in Engineering, Organizational Development, Education, or a related technical field. A Master's degree or relevant professional certifications are highly desirable.

Minimum Experience: 

8+ years of progressive experience in learning and development, corporate training, or talent management, with at least 3-5 years in a leadership or managerial role, preferably within an industrial or manufacturing environment.

Proven track record in designing, implementing, and evaluating large-scale, discipline-specific training programs.

Experience with competency frameworks and digital learning solutions.

Skills:

Expertise in instructional design principles and adult learning methodologies.

Proficiency in Learning Management Systems (LMS) and e-learning authoring tools.

Strong analytical skills for training needs assessment and impact evaluation.

Knowledge of competency modeling and assessment tools.

Familiarity with industrial processes, digital transformation concepts, and their implications for workforce development.

Ma’aden High-Performance Competencies: