Technical Development Manager

Strategy, Planning, & Execution

• Brings together relevant technical stream and operational leads to identify and priorities technical learning needs, informing changes to the plan.
• Makes a call on prioritization, where conflict arises. Inputs into prioritization criteria agreed in conjunction with the Head of Talent & Performance.
• Supervises and audits the execution of his Training Engineers in their regional scope.
• Reviews strategy of implementation and plans the delivery of future technical programs as business requirements.
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Setting Score Cards

• Set up and discuss technical learning and development score cards with KPIs in O&M BU.
• Monitor and Track KPIs relevant to learning, development, and assessment of technical competence.
• Accountable for application of technical learning for O&M BU (ROI on business outcome), reflecting KPIS in balanced score cards as agreed with the business.

Budgets

• Accountable for technical learning budget and resourcing of the plan, and driving standardization in delivery and learning outcome (ROI) across the region.
• Take part in setting the annual training budget with Head of Talent & Performance to meet business requirements.
• Work with business heads and regional HR to identify key initiatives for budget plans and execution mechanisms.
• Manage and track budget spending vs plans and prioritise where unplanned budget requirements come into effect.

Audits & Contractual Requirements

• Provides guidance and a collective view on providing learning resources and solutions to contractual needs of project companies.
• Supports Regional HR and Country HRBP on reporting and plans towards contractual obligations.
• Proactively understands audit requirements for technical competence and works with direct team and larger Talent & Performance team to ensure provisions are made and set.
• Accountable for decision to reallocate learning resource within O&M BU to respond to an unplanned event e.g. audit failure.

Standards and Accreditation

• Ensuring that the accreditation of technical qualifications and training programs is both professionally run and fit for purpose.
• Co-ordinating the crucial partnership between Nomac and its accreditation bodies.
• Implement Nomac’s accreditation programs to ensure our courses are of a high standard and produce competent and skilled technical professional in our various industries.
• To manage the day-to-day running of the accreditation scheme and undertake all required administration to ensure accreditation is a clear, proportionate, supportive, rigorous, proactive, risk-based process using information and evidence gathered and verified by the NCTJ.
• Communicate and market our accredited qualification programs across Nomac.
• Ensure the quality of our practices meet industry standards and show evidence of criteria met and upheld by stakeholders.

Team Development

• Provide coaching and mentoring for Training Engineers.
• Creates and fosters an environment that promotes excellent service, employee engagement, performance, culture, teamwork, and accountability.
• Motivates team virtually and communicates well across cultures and achieves productivity in spite of physical distance.
• Understands the career growth of team and aligns their strengths to key business requirements.

Governance

• Set policy and procedures relevant to TQP or technical training.
• Joint accountability across O&M BU for governance of technical learning interventions and interfaces with design to identify what's required to enable the plan, identify any future needs, and any restrictions at the macro level.
• Audit plant teams on their adherence to policy and procedure guidelines relevant to TQP and technical training.

Training & Coaching Delivery

• Lead the design and delivery of technical qualifications pathways of different technologies.
• Develop and deliver a corporate Technical Training Calendar for all powerplants.
• Align with Head of Talent & Performance on growth of employee technical career pathways to incorporate leadership and soft skill aspects of the role as much as technical.
• Collaborate with business subject matter experts to develop new training or revise content.
• Create training material including handouts, and exercises for technical trainings.
• Ensure alternative training techniques (eLearning, Video- Conferencing, etc.) are delivered efficiently and effectively utilised.
• Utilize the Learning Management System (Mishkaty) to design, record and archive attendee attendance, completion of training and provide reporting.
• Provide the educational expertise to instructors and training management to ensure that all training follows a blended approach and assessments where required.
• Perform benchmarking and develop plans to improve training processes and behaviors.
• Evaluate internal technical instructors and provide feedback to improve performance.

Onboarding

• Ensure that every technology has an onboarding program from a new entrant to the field.
• Ensure that within the first 90 days of joining, an employee in Nomac has received the relevant level of learning about the business and their powerplant.
• Audits on-the-job learning effectiveness within the first 90 days within the plant business to review its effectiveness to support a new employee performance.

• Coached and mentored others in developing skills or careers.
• Designed and deployed technical program paths in an operational environment.
• Must have experience in using assessment methods e.g. ability tests, psychometrics, behavioural and technical-based assessments.
• Experienced with Quality and Occupational Health & Safety systems and principles.
• Able to manage multiple projects with specific time constraints.
• Demonstrate excellent communication to enhance organizational effectiveness. Excellent communication and presentation skills across all levels of the business. Ability to connect with people to drive successful relationships.
• Able to design 70-20-10 personal development plans in an operational environment.
• Subject matter expert in 1 area of operation and maintenance of powerplants.
• Ability to design and deliver training, to explain abstract concepts to people from diverse backgrounds and organizational levels.
• Should be able to deliver information to Engineers, Supervisors, and Technicians.
• Must be able to prepare technical training manuals.
• Digitally savvy, expert in PowerPoint, has used an LMS and other online learning resources.
• Ability to work in a fast-paced environment across geographies.

Mechanical engineering