Want to join a fast-moving company, work among convivial teams, and take part in the global growth strategy of one of the most prestigious and comprehensive portfolios in the wine & spirits industry? We are looking for a Global Senior Learning Manager - Transformation!
You will be based at The Island, our office in central Paris.
Join Pernod Ricard on its ambitious transformation journey and become part of Pernod Ricard University (PRU), while working 100% dedicated to the LEAP transformation program.
LEAP is Pernod Ricard’s global transformation program, progressively deployed across all affiliates until 2031. LEAP reshapes the way we operate by defining and deploying harmonized end‑to‑end processes through a global ERP (SAP) and a global data model, enabling stronger collaboration, transparency, and value creation across the Group.
The success of LEAP relies on a wide range of new capabilities and transformation skills that must be developed across the organization.
This role is fully dedicated to the design, piloting, delivery, and industrialization of LEAP‑related upskilling and reskilling programs, ensuring sustainable capability building throughout the different phases of the transformation.
Your key missions
Learning & Capability Strategy for LEAP
Contribute to define and implement the global learning and capability framework supporting the LEAP transformation, in alignment with PRU standards and LEAP roadmap
Structure coherent learning journeys aligned with LEAP key phases (Path‑to‑Readiness, Activation, Deployment)
Ensure learning approaches are embedded into LEAP program milestones and business realities, using a 70/20/10 approach.
Design, Pilot and Industrialize LEAP Upskilling Programs
The role covers several categories of programs, addressing distinct populations and transformation needs:
Upskilling local LEAP teams in affiliates
Design and deploy upskilling programs for local teams responsible for rolling out LEAP in affiliates
Focus on transformation, leadership, change, and transversal project skills required to localize, deploy, and sustain LEAP
Ensure programs are scalable and industrialized wave after wave across geographies.
Upskilling and reskilling the central LEAP team
Design learning and reskilling journeys for central LEAP team members as the program transitions from pilots to global rollout as of FY28
Address both hard skills (end‑to‑end process and stream mastery, project management) and soft / transformation skills (leadership, stakeholder management, cultural adaptation, change facilitation, training capability).
Upskilling end users beyond process & tools training
Design programs addressing new skills triggered by LEAP that are not covered by processes and tools training, such as new ways of working, decision‑making in a more data‑driven environment, cross‑functional collaboration and process ownership
Work in alignment with PRU and Transformation Adoption to ensure clear articulation between tools training and capability development.
Delivery & Capability Building
Pilot learning programs with selected affiliates or teams and progressively industrialize them for large‑scale deployment
Deliver or co‑facilitate workshops and learning sessions where relevant
Upskill HR teams, LEAP Change Leads, and internal facilitators to autonomously deliver LEAP learning programs
Ensure learning content is integrated into the PRU Learning Experience Platform (powered by Degreed) and aligned with PRU quality standards.
Stakeholder Collaboration & Governance
Work in close partnership with: Global Transformation Adoption team / PRU learning design and delivery teams / Affiliate HR, L&D, and Change teams / External partners and consultants when required
Contribute to planning, prioritization, and reporting of LEAP learning activities.
Monitoring & Continuous Improvement
Define success criteria for LEAP learning and capability building
Gather feedback and assess impact to continuously improve learning journeys
Capitalize on learning assets, methodologies, and communities developed through LEAP to support future transformations within the Group.
Willingness to travel occasionally
If you recognize yourself in the description below, don’t wait to apply!
Experienced HR / Learning & Development professional with a strong background in designing and delivering large‑scale upskilling and reskilling programs
Solid experience in global transformation contexts, ideally linked to ERP, process, or operating model transformations
Strong expertise in learning design, facilitation, and train‑the‑trainer approaches
Ability to operate effectively in complex, multi‑stakeholder, international environments
Good understanding of change management and transformation dynamics
Excellent communication and facilitation skills in English (French is a strong advantage)
Strong structuring, analytical, and problem‑solving skills
High level of autonomy, adaptability, and pragmatic mindset.
Wait, there’s more…
We offer an outstanding and collaborative workplace that embodies our sharing & conviviality culture, the possibility to work from home (2 days a week), comprehensive health insurance, attractive compensation including profit‑sharing, daily learning opportunities, employee events, and more.
Pernod Ricard is committed to diversity and inclusion: we are a disability‑friendly company, one of France’s Top 10 companies for gender equality, and we work with associations to promote social inclusion. Our recruitment methods focus on competencies to ensure equal opportunities.
Job Posting End Date:
2026-04-29Target Hire Date:
2026-07-01Target End Date:
Skills Required
- Experience in designing and delivering large-scale upskilling and reskilling programs
- Solid experience in global transformation contexts, ideally linked to ERP
- Strong expertise in learning design and facilitation
- Fluency in English, French is a strong advantage
Pernod Ricard Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Pernod Ricard and has not been reviewed or approved by Pernod Ricard.
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Healthcare Strength — Pay and benefits are described as strong overall, supported by comprehensive medical, dental, and vision coverage alongside life and disability insurance. Wellbeing support is reinforced through mental-health resources and broader wellness programming.
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Retirement Support — Retirement benefits are positioned as a standout part of the package, including a 401(k) with a match and an additional profit-sharing contribution for eligible employees. A legacy defined-benefit pension is also referenced for certain earlier hires, adding depth to long-term financial support.
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Parental & Family Support — Family-related benefits are unusually broad, including paid parental leave, paid caregiver leave, backup child/elder care resources, and adoption/surrogacy reimbursement. Additional supports such as Milk Stork and fertility/ART coverage further strengthen family-building coverage.
Pernod Ricard Insights
What We Do
Pernod Ricard is a convivial, responsible and successful global wine and spirits group and the #1 premium spirits organisation in the world. The Group represents 240 premium brands available in more than 160 countries. We are 18,500 exceptionally talented people worldwide with our own salesforce in 73 countries. Our portfolio is one of the most comprehensive in the market with every major category of wine and spirits, providing Pernod Ricard with a unique competitive advantage. To keep growing our business, transforming our industry and making a positive impact on the world, we believe in the power of human connection. Creating ‘convivialité’ is our business and our raison d’être. As ‘créateurs de convivialité’, our purpose is to turn every social interaction into a genuine, friendly and responsible experience of sharing. We believe there can be no convivialité with excess and strive to be sustainable and responsible at every step, from grain to glass.
