About The RoleThe Leadership Training Manager reports to Head of Talent, L&D & People Experience and is responsible to design, deliver, implement, and evaluate a range of leadership and management development programs in line with organizational training and learning needs. The role holder will focus on designing training and development programs to enable leadership capability development, effective job learning, succession planning and cultivate a culture of collaboration, trust, customer focus, agility, and diversity in line with ATI people and organizational development strategies and plans.Strategic Roles and Responsibilities:Develop the best-in-class leaders by enhancing managerial and leadership skills of our Business Support Functions & Commercial population.Provide a development map/journey of customized leadership development curriculums to elevate leaders in their present and future roles.Functional Roles and Responsibilities:Work closely with commercial stakeholders, brand trainers, and HR Business Partners to identify training needs and create long term learning solutions for improving skills and capabilities across all levels.Partner with external training partners for best in class learning solutions.Design and deliver ad hoc learning initiatives as requested by the business leaders.Implement effective methods to optimize the learning roadmap, budget and allocate resources, and market programs internally.Ensure all floor managers have an IDP, and it is being regularly updated.Create leadership dashboards and templates to track the leadership development journey, learning impacts, and training ROI.Deliver superior stakeholders experience by being seen as a trusted learning business partner.Support the Head of Talent L&D and Employee Experience to build a customer driven organization aligned with the business strategies.Ensure a proper roll out of the EVP in all learning and training initiatives.Support the Head of Talent L&D and Employee Experience with the annual talent identification and review cycle including Talent Calibration, Succession Planning, Identification of high-potential employees, assessment of flight risks, mobility and the completion of employee Talent Profiles to drive improved insight into the capabilities of ATI employees.Work closely with the Leadership Teams and HR Business Partners to build career paths for retail roles and create development plans to fast track talent.Facilitate Internal/External Leadership Assessments to understand skill gaps.Update the Talent Management toolkit as needed, create talent profiles, and facilitate capability building sessions for HR Business Partners and Line Managers.Create Talent Profiles and ensure all high potentials have IDPShare insights from talent calibration employee performance review cycle.