Role Overview
To design, lead, and institutionalize a comprehensive learning and development ecosystem
for family members across all stages — starting from school-age exposure, through university and early career development, and progressing toward leadership and succession
readiness.
The role ensures structured capability building, values alignment, and long-term leadership
preparedness by leveraging internal expertise, sister companies, and external institutions in
support of the Group's continuity and strategic objectives.
Key Responsibilities
1- Impact:
(Nature and scope of influence a position has on its area of responsibility/ operation)
- Establish and lead the Family Learning, Integration & Development function from inception.
- Define the learning vision, governance framework, operating model, KPIs, and budget.
- Design and implement a multi-stage development framework covering school-age, university, early career, and leadership readiness.
- Leverage sister companies, Group entities, and external institutions to enrich learning exposure, rotations, and development opportunities.
- Ensure alignment between family development initiatives and ALJ's values, business strategy, and long-term succession plans.
- Oversee execution of learning programs, assessments, rotations, and development journeys across all stages.
2- Communication
(Position's responsibility for communications both within and outside the organization)
- Act as the primary coordination point between the Chairman, family members, HR, business leaders, and Group entities.
- Coordinate with sister companies and affiliated businesses to facilitate learning exposure, internships, and early-career opportunities.
- Engage external academic institutions, leadership academies, and development partners to support program delivery.
- Communicate learning pathways, development expectations, and readiness milestones clearly and professionally.
- Prepare structured reports, dashboards, and presentations on family development progress and leadership pipeline status.
3- Innovation
(Identify, develop and make ideas, techniques, procedures, services, or products.)
- Design innovative early exposure programs for school-age family members, including business awareness, values education, and leadership foundations.
- Introduce modern learning methodologies such as experiential learning, mentoring, cross-company rotations, and project-based assignments.
- Benchmark programs against leading family business institutions, global academies, and peer organizations.
- Continuously enhance learning frameworks by incorporating best practices from internal and external learning ecosystems.
- Promote the use of digital learning platforms, assessments, and progress-tracking tools.
Business Metrics
1- Financial Key Performance Indicators:
- Learning and development budget adherence
- Cost efficiency through partnerships with sister companies and external institutions
2- Non - Financial Key Performance Indicators
- Participation and completion rates across all development stages
- Capability and readiness assessment outcomes
- Early-career performance and progression indicators
- Strength of leadership pipeline and succession readiness
- Effectiveness of partnerships with sister companies and institutions
- Family engagement and satisfaction levels
Qualifications/Requirements
1- Knowledge:
- Learning & Development strategy and ecosystem design
- Youth, early-career, and leadership development frameworks
- Family business governance and succession planning
- Partnership management with academic and institutional stakeholders
2- Education
- Bachelor's Degree in Business Administration, Human Resources, Education, or related field.
3- Certifications
- Executive Coaching, Leadership Development, or Talent Management certifications are an advantage.
4- Experience
- Minimum 15+ years of experience in Learning & Development, Leadership Development, or Family Office Development
- Proven experience designing programs for school-age, university, early-career, and high-potential talent
- Demonstrated experience collaborating with group companies, institutions, and external learning partners
- Experience working closely with senior leadership and complex stakeholder environments
5- Job Related Skills
- Strong learning strategy design and execution capability
- Stakeholder and partnership management skills
- Coaching, mentoring, and advisory skills across generations
- High level of discretion, emotional intelligence, and professionalism
- Strategic planning, governance setup, and budget management skills
- Excellent communication, facilitation, and presentation abilities
