Learning & Talent Development Manager

Company Overview

Since 1992, Big Ticket LLC has been offering huge cash prizes and dream cars, creating unforgettable experiences for our customers. Our monthly guaranteed draws give participants the chance to win massive cash prizes, luxury cars, and more, with millions of dirhams awarded to lucky winners every month.

At Big Ticket, we’re more than just a raffle; we create moments of hope, joy, and excitement for people around the world. With a mission to turn dreams into reality through exciting games and entertainment and make every draw an event to remember.

Purpose and Objectives for the Role 

Big Ticket is going through a period of real growth and transformation, and this role sits right at the centre of it. We need someone who can build and lead our learning and talent development capability, making sure our people have the skills, confidence, and career visibility to grow alongside the business. 

This is not a role where you maintain what already exists. You will be building from the ground up: designing learning frameworks, rolling out systems, defining career and succession pathways, and connecting all of it to the performance and engagement agenda. The work spans three clear areas: enhancing our learning and development capability, supporting strategic business planning through talent and capability assessment, and protecting the Big Ticket culture through meaningful engagement. 

Overall Responsibilities 

• Build and enhance Big Ticket’s learning and development capability to directly support business transformation, ensuring the function is seen as a strategic enabler, not a support service. 
• Design and manage a blended learning offer across online, offline, and professional qualification routes, creating structured learning paths that give people a clear line of sight to their development. 
• Define career paths across the organisation so employees understand what growth looks like at Big Ticket and what they need to do to get there. 
• Build development plans that are linked to capability requirements, succession planning, and future workforce needs, making sure we are developing people for where the business is going, not just where it is today. 
• Design and deliver an executive leadership development track for senior leaders, alongside a separate management development programme for new and experienced managers. 
• Launch and manage mentorship and coaching programmes that support development at all levels, creating a culture where learning from each other is the norm. 
• Create and deliver soft skills workshops covering communication, problem-solving, collaboration, and other areas that help people succeed in their roles. 
• Lead the rollout of the Learning Management System (LMS), from platform selection through to go-live, adoption, and ongoing engagement, making sure it becomes a tool people actually use. 
• Explore and introduce digital learning tools, e-learning content, and learning analytics to make development accessible, scalable, and measurable. 
• Bring in international best practices and adapt them to fit Big Ticket’s culture and operating environment. 
• Support strategic HR and business planning processes by conducting capability assessments that identify where the organisation’s strengths and gaps sit. 
• Own the succession planning process, including identification, pipelining, and readiness assessment, ensuring the business has the right talent in place for critical roles. 
• Design structured learning needs analyses and solutions that are directly linked to business transformation projects and expansion plans. 
• Act as a business partner and internal consultant, working closely with leaders across the organisation to diagnose capability gaps and recommend tailored solutions. 
• Play a central role in maintaining and protecting the Big Ticket culture through engagement, with a focus on people management and personal development. 
• Own and shape the employee engagement survey approach, with direct influence over how it is set up, rolled out, and acted upon, particularly in areas linked to L&D and manager effectiveness. 
• Design and deliver the full onboarding journey, from a new joiner’s first day through to probation confirmation and objective setting, making sure people feel confident, connected, and clear on what’s expected. 
• Support the Performance Management process by linking learning initiatives to performance goals, capability building, and development outcomes. 
• Introduce engaging initiatives like lunch-and-learns, knowledge-sharing sessions, and team-building activities that keep learning visible and part of everyday life at Big Ticket. 

Skills Required 

• Strong consulting and business partnering skills. You know how to build trust, influence stakeholders, and work effectively at every level of the organisation. 
• Hands-on experience with LMS platforms and e-learning tools, including selecting, implementing, and driving adoption. 
• A strategic thinker who can also get into the detail. You’re comfortable moving between long-term planning and day-to-day delivery. 
• Proven ability to build programmes from scratch, as well as improve and scale existing ones. 
• Strong understanding of performance management, succession planning, and how L&D connects to both. 
• Experience designing and delivering leadership development programmes, management training, and coaching or mentoring frameworks. 
• Comfortable juggling multiple projects at once without things falling through the cracks. 
• Experience with employee engagement measurement, survey design, and turning insight into action. 
• International exposure or experience working in multicultural environments is a strong advantage. 
• Executive Coaching certification or experience is a plus, but not essential. 

Qualifications Required 

• A degree in HR, Business, Training and Development, Organisational Development, or a related discipline. 
• Professional certifications such as CIPD would be a bonus. 
• Extensive experience in Learning and Development, Talent Development, or Organisational Development. 
• A track record of designing and delivering impactful learning and talent programmes in a corporate environment, ideally during a period of growth or transformation.