Head of Training, Global S/4HANA Programme in Luton

The Head of Training leads the global strategy and execution of end‑user, process, and internal program training for a multi‑year S/4HANA transformation. The role ensures employees are equipped to perform in S/4HANA‑enabled ways of working across all program phases (design, build, testing, cutover, hypercare, and continuous release). This leader owns the training operating model—including curriculum design, content development, delivery, WalkMe rollout, and AI‑enabled learning—to drive measurable proficiency, engagement, and sustained capability post Go‑Live.

This role builds and governs the global training framework, balancing self‑paced and instructor‑led learning and employing innovative modalities (train‑the‑trainer, virtual classrooms, microlearning, podcasts, simulations, and safe practice environments). It operationalizes a data‑driven training approach using key performance indicators tied to adoption and business outcomes, partners with business process owners and deployment teams, and leads a blended team of internal staff, vendors, and contractors to deliver scalable, localized, and compliant training at pace.

• Training Strategy and Roadmap: Define the global training vision, principles, and phased roadmap aligned to program waves and business value. Establish common standards, toolkits, templates, and quality gates across markets and functions; align tightly with process design, role taxonomy, and release cadence.
• Curriculum Design and Methods: Architect a role‑based curriculum spanning SAP process domains (e.g., Order‑to‑Cash, R2R, PTDD) and program ways of working (design, testing, data, cutover). Balance self‑learning and instructor‑led formats; incorporate microlearning, scenario‑based exercises, hands‑on labs, and safe sandboxes for user familiarization. Explore modular based training to support greater agility.
• Training Needs Analysis (TNA): Lead the end‑to‑end TNA—define role families, capability requirements, prerequisites, and proficiency targets. Segment audiences, assess impacts, and translate process and role changes into training requirements and learning paths.
• Content Development and Quality: Govern creation of high‑quality, standardized training assets (eLearning, Fiori task guides, simulations, ILT decks, job aids, quick reference guides, podcasts) with version control and reusability by release and market. Ensure fit‑to‑standard alignment, control implications, and alignment to process critical metrics.
• WalkMe and In‑App Guidance: Own the global rollout of WalkMe (or equivalent DAP) to provide in‑app guidance, walkthroughs, and nudges; integrate with training curricula and measure usage, completion, and impact on task success and error reduction.
• AI‑Enabled Learning: Leverage AI to accelerate content creation (e.g., draft scripts, translations, knowledge checks), personalize learning paths, power conversational help, and analyze telemetry to target interventions—ensuring compliance with data privacy and security standards. Champion AI adoption to drive efficiency.
• Delivery Model and Methods: Operate a scalable delivery model using train‑the‑trainer networks, super users, virtual classrooms, online modules, podcasts, and on‑demand microlearning. Stand up safe environments/sandboxes and simulated transactions to build confidence and proficiency.
• Internal Program Training: Design and deliver training for program methodologies (SAP Activate, agile ways of working, testing cycles, cutover readiness) for cross‑functional teams and local deployment entities.
• Critical Metrics, Measurement, and Insights: Define and operationalise training KPIs/OKRs (e.g., role‑based certification rates, assessment scores, time‑to‑competence, WalkMe usage and guided flow completion, reduction in training‑related incidents). Use data to target refresher training and content improvements.
• Localisation and Market Enablement: Partner with regional change leads, process champions, and local entities to localise materials only when necessary, address language/cultural needs, and ensure regulatory and control alignment without diluting global standards.
• Continuous Improvement and Sustainment: Embed feedback loops to iterate content and delivery. Transition training into BAU learning governance; refresh content for continuous releases and process enhancements.
• Stakeholder Engagement and Governance: Align with CCT&A team members, EPO towers, Security/Compliance, Business Report Owners and internal training teams. Report progress, risks, and benefits; manage dependencies with communications, change, and adoption workstreams.
• Vendor and Team Leadership: Build and lead a high‑performing, distributed training team (internal staff, vendors, individual contractors). Define roles and guardrails for content vendors, set clear SLAs and quality standards, and coach regional trainers and super users.
• Planning and Reporting: Develop a structured approach and drive delivery through clear planning and KPI reporting.
• Internal Engagement: Work with internal L&D teams and platforms to support delivery of Axial training materials to relevant end users and support completion of relevant training materials.
• Demonstrated Success: Demonstrated success in designing and delivering role‑based training that improved proficiency, reduced errors, and accelerated stabilization post Go‑Live; experience spanning design, testing, cutover, and hypercare.

• Hands‑on familiarity with SAP process domains and fit‑to‑standard approaches, including implications for controls, data, and roles.
• Demonstrable ability to stand up and scale digital adoption platforms (e.g., WalkMe) and integrate in‑app guidance with formal learning.
• Experience applying AI/ML in learning (content acceleration, personalization, chat‑assist, analytics) with strong governance for data privacy and quality.
• Solid command of learning experience platforms, LMS, content authoring tools, virtual classroom technologies, and simulation tools.
• Proficiency in establishing KPIs/OKRs for training impact; comfort with telemetry, assessments, dashboards, and experimentation.
• Leadership of distributed training/change networks and collaboration with SI partners, PMO, Release/Deployment, Testing, Data & Analytics, and Business Process Owners.
• Bachelor's degree, advanced degree or MBA preferred (or equivalent experience).

• Extensive ERP transformation experience with a strong track record leading global training for S/4HANA or large SAP programs in complex, regulated environments.