Purpose of the Role
To build and sustain the capabilities required to deliver Ocean Operations priorities by ensuring skills, behaviours, and ways of working become embedded in daily operations.
The role translates business strategy into capability requirements and ensures capability is adopted, reinforced, measured, and sustained across the employee lifecycle.
Key Responsibilities
Capability Strategy & Deployment
- Develop and execute the L&D strategy and capability roadmap aligned to business objectives.
- Identify capability gaps and translate business priorities into capability development plans.
- Design role-based learning journeys and capability development approaches.
- Lead deployment of capability programmes across APA and leadership levels.
Capability Adoption & Sustainment
- Embed capability into onboarding, management systems, performance routines, and ways of working.
- Drive adoption of capabilities such as MOS, VMS, Problem Solving, leadership behaviours, change management, and new operating models.
- Establish reinforcement mechanisms, coaching approaches, and leader ownership to sustain capability after training.
Measure Impact
- Track capability adoption, behaviour change, and business impact.
- Validate knowledge transfer and return on investment.
- Establish feedback loops to continuously improve capability programmes.
Partnership & Governance
- Partner with Operations leaders, People teams, SMEs, and other regional L&D Partners
- Maintain capability frameworks, learning content, and knowledge repositories.
- Support onboarding and professional development across Ocean Operations.
Accountable For
- Employee capability journey, including onboarding, upskilling, coaching, and professional development.
- Design and deployment of capability development frameworks.
- Capability adoption, sustainment, and governance.
- Measurement of capability maturity, behavioural change, and business impact.
Success Measures
- Learning effectiveness and knowledge transfer.
- Competency development against target capability levels.
- Capability adoption and behavioural change.
- Demonstrated business impact.
- Employee growth and development outcomes.
Who We Are Looking For
We are looking for someone who can translate strategy into capability requirements and ensure those capabilities become part of how the organization operates every day.
The ideal candidate can influence leaders, drive behavioural adoption, build scalable capability deployment plans, measure whether capability is being applied, and create systems that sustain capability long after formal training has ended.
Success in this role is not measured by training delivered. It is measured by capability adoption, leader ownership, behavioural change, and business impact.
Maersk is committed to a diverse and inclusive workplace, and we embrace different styles of thinking. Maersk is an equal opportunities employer and welcomes applicants without regard to race, colour, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, sexual orientation, physical or mental disability, medical condition, pregnancy or parental leave, veteran status, gender identity, genetic information, or any other characteristic protected by applicable law.
We are happy to support your need for any adjustments during the application and hiring process. If you need special assistance or an accommodation to use our website, apply for a position, or to perform a job, please contact us by emailing [email protected].
Skills Required
- Translate business strategy into capability requirements and development plans
- Develop and execute learning and development strategies and capability roadmaps
- Design role-based learning journeys and scalable capability development approaches
- Influence leaders and drive behavioral adoption and leader ownership
- Measure learning effectiveness, knowledge transfer, behavioral change, and business impact
- Establish reinforcement, coaching, governance, and sustainment mechanisms
- Partner effectively with operations leaders, People teams, subject matter experts, and regional L&D partners
A.P. Moller - Maersk Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about A.P. Moller - Maersk and has not been reviewed or approved by A.P. Moller - Maersk.
-
Healthcare Strength — Company materials and job postings consistently highlight comprehensive medical, dental, and vision coverage, with U.S. transparency-in-coverage links indicating established group plans. These benefits are framed as part of a global rewards approach that aims for a consistent experience across markets.
-
Retirement Support — U.S. roles commonly include a 401(k) with company match, reflected across multiple current postings. Disclosures also describe retirement savings as a core element of the company’s global benefits framework.
-
Parental & Family Support — A global minimum of 18 weeks of fully paid maternity leave signals a strong baseline for family benefits. Guidance encourages candidates to clarify local parental provisions, reflecting structured policy with country-specific application.
A.P. Moller - Maersk Insights
What We Do
A.P. Moller - Maersk is an integrated transport and logistics company; going all the way, together, for our customers and society. ALL THE WAY is our commitment to connect the world so that everyone has both the possibility and the ability to trade, grow and thrive. The company employs roughly 110.000 employees across operations in 130 countries.
