Learning & Development Manager (Fixed-Term Contract)

Position

FENDI is seeking an experienced Learning & Development Manager for a 6–9-month mission within the Global Talent & Learning team in Rome.

This strategic, hands-on role will shape the next chapter of Learning at FENDI , bring our culture to life and translate the Talent & Learning strategy into impactful development experiences worldwide.

The Manager will define the FENDI Learning Framework and accelerate key initiatives, including the People Management Program, Onboarding, Career Compass and RISE , helping build a continuous learning ecosystem and stronger people-development capabilities.

Job responsibilities

Shape the FENDI Learning Framework

• Define the FENDI Learning Framework, translating business, culture and talent priorities into a coherent learning architecture.
• Set priorities, audiences, development pathways and learning modalities across the organization.
• Connect individual development, managerial capability, career growth and business needs, with clear measures of impact.

Lead the worldwide roll-out of the People Management Program

building on the 2026 Italy pilot to create a consistent global leadership experience rooted in FENDI culture.

• Turn pilot learnings into a scalable global roll-out strategy with regional HR teams.
• Coordinate learning partners and facilitators while balancing global consistency and local relevance.
• Define and monitor behavioral-change and business-impact measures.

Define and launch the FENDI Onboarding Program

• Define a consistent, engaging onboarding experience that brings FENDI’s culture, business and ways of working to life.
• Co-create the program with key internal stakeholders and establish the global roll-out approach.
• Deliver the first layer of the program and define measures for adoption and impact.

Evolve Career Compass into an ongoing career-development approach

Build on the momentum of Career Compass Month and help embed career development into the broader FENDI learning experience.

• Assess the 2026 experience and define what should be scaled or embedded longer term.
• Develop a sustainable career-development proposition, with relevant experiences, tools and content.
• Partner with HR and business stakeholders across regions to enable deployment.

Strengthen RISE learning and capability building

• Create learning interventions that strengthen goal setting, feedback, development, performance and career conversations.
• Ensure consistency between RISE, manager development and the broader Talent & Learning strategy.

Build a modern and impactful learning ecosystem

• Bring external perspective and explore blended, digital and AI-enabled learning approaches.
• Curate FENDI and LVMH resources and build scalable solutions for HQ, Retail, Production and Regions.
• Establish clear governance, communication and measurement for the Learning roadmap.

Profile

We are looking for a Learning professional who combines strategic thinking with a strong delivery mindset .

Ideally, you bring:

• Significant L&D, Talent or Leadership Development experience in an international organization.
• Proven ability to design learning strategies and frameworks and deploy people-management programs at scale .
• Strong facilitation, communication, stakeholder, project and vendor-management skills.
• Ability to combine strategy, program design and hands‑on implementation across countries and cultures.
• Fluent Italian and English; luxury, fashion, retail or another global brand‑led environment is an advantage.

Additional information

The profile we would love

You can create and deliver at the same time : building a Learning Framework from a blank page while also reviewing content, challenging partners, facilitating workshops and supporting market deployment.

You bring structure without bureaucracy, global consistency with local relevance, and a passion for making learning, feedback and career development part of everyday life at FENDI.

Key deliverables for the 6–9 month mission:

• FENDI Learning Framework defined and validated , with priorities, audiences, learning principles and measurement approach.

• People Management Program global roll‑out model established , incorporating lessons from the Italy pilot and enabling deployment across regions.

• Onboarding Program crafted, working with a Project Team representing our key internal stakeholders. First layer of the program needs to have been