Training & Skills Development Specialist

Job Description

<p>Recordati, established in 1926, is an international pharmaceutical group, listed on the Italian Stock Exchange (Reuters RECI.MI, Bloomberg REC IM, ISIN IT 0003828271), with a total staff of more than 4,300, dedicated to the research, development, manufacturing and marketing of pharmaceuticals. Headquartered in Milan, Italy, Recordati has operations in Europe, Russia and the other C.I.S. countries, Ukraine, Turkey, North Africa, the United States of America, Canada, Mexico, some South American countries, Japan and Australia. An efficient field force of medical representatives promotes a wide range of innovative pharmaceuticals, both proprietary and under license, in several therapeutic areas including a specialized business dedicated to treatments for rare diseases. Recordati is a partner of choice for new product licenses for its territories. Recordati is committed to the research and development of new specialties with a focus on treatments for rare diseases.</p><p><br></p><p><u>Main mission:</u></p><p>The Training and Skills Development Manager defines, builds, and steers the company’s training policy and supervises the training department or function.</p><p><br></p><p>He/or She contributes, through the ‘training system’, to maintaining, adapting, and developing the skills of employees with a view to improving the performance of the company.</p><p>He/or She identifies, in collaboration with managers, the company’s current and future skills need, in line with its own economic and social development.</p><p><br></p><p>Generally, he/or she then translates them into training solutions. He/ or she also has tools enabling him/her to measure the training effort (and its impact) and to carry out arbitrations in consultation with his/her management and the social partners. On a day-to-day basis, his/her main functions are:</p><p><strong>1-Identify and develop the skills of the company:</strong></p><p>•Support the thinking of company managers in translating strategic development issues into skills issues as part of a forward-looking approach,</p><p>• Synthesize all the needs, objectives and constraints of the company and deduce the key skills to be developed in the short and medium term (maintenance, adaptation to the workstation and development),</p><p>•Develop skills management in the company and secure career paths.</p><p><strong>2-Build and implement the company’s training policy:</strong></p><p>• Identify the training areas to be developed in relation to the company’s major strategic orientations,</p><p>•Ensure a regulatory watch on all the legal obligations of the company in terms of training,</p><p>• Define and optimize the annual or multi-annual training budget with the management of the company by using the regulatory and training systems at its disposal,</p><p>• Manage administrative issues in compliance with legal and regulatory obligations and with external partners,</p><p>•Organize the communication of training orientations within the framework of social dialogue.</p><p><strong>3-Design training actions:</strong></p><p>•Regularly update knowledge of new teaching tools and techniques to optimize in-company training and offer innovative methods,</p><p>• For the training actions to be implemented, write the specifications allowing the construction of the training sequence and/or the selection of external service providers,</p><p>• Identify internal and external trainers capable of providing the various training modules envisaged (technical expertise, pedagogical qualities, etc.),</p><p>•Evaluate and select external service providers (training organizations, consulting firms) according to the educational requirements of the training plan,</p><p>• Supervise the proper coordination of schedules (trainers, summons/information of employees, premises, logistical organization, etc.).</p><p><strong>4-Evaluate the impact of training systems:</strong></p><p>• Set up an evaluation system to measure the relevance of the training actions carried out and their impact on the company’s performance in the short and medium term,</p><p>• Identify areas of development to optimize the return on investment of training actions,</p><p>• Draw up an annual assessment of the training carried out (quality, costs, deadlines) and present it to the man</p><p><strong>5-Manage the training department:</strong></p><p>• Organize, manage, and steer the activity (projects, deadlines, budget, etc.) of the training department and manage the staff (trainers, training managers and administrative teams) in charge of the smooth running of the training operations undertaken,</p><p>• Accompany the change induced by the projects with the interlocutors of the company,</p><p>•Ensure the performance of the training department,</p><p>•Develop professional network.</p><p><strong>Proven skills or abilities:</strong></p><p>•Identify and develop the skills of the company</p><p>•Build and implement the company’s training policy</p><p>•Design training actions</p><p>•Evaluate the impact of training systems</p><p>•Manage the training department</p><p>•Supporting the digital transition of your company</p><p>•Organize and deploy skills</p><p><br></p><p><em>At Recordati, we believe in equal opportunities and we guarantee that everyone can achieve their potential. We see diversity as a value and will not tolerate any discrimination based on ethnicity, nationality, gender, sexual orientation, disability, age, political or religious belief, or any other personal characteristics. At Recordati, we work hard to create a safe and inclusive work environment, where we all have our rights to physical and psychological integrity respected on a daily basis, as well as our right to freedom of opinion and association. We recognise that we each have a role to play in the success of our business and we implement staff development policies through which everyone’s contribution and achievements can be appropriately rewarded.</em></p>