Learning & Development Specialist

1 week ago

Johannesburg, Gauteng, South Africa ADvTECH Support Office Full time

Overall Job Purpose:


To provide expert advice to the HR Executive, Executives/ Board and Brand HR staff in the areas of Learning and Development, as well as Coaching and Mentoring.

The incumbent will be responsible for creating and executing the L & D strategy focused on building competence across all levels of the organization, enhancing performance and improving education levels.

The incumbent will be expected to identify and assess training needs and either develop or source appropriate training and development interventions to address needs.

Furthermore, they will be the custodian of the organization's Learning Management System ensuring records are kept, analysed and reported on.


Responsibilities:

Output 1 - Learning and Development Strategy & compilation of related budget**:

  • Develop an appropriate L & D strategy for the Group which is aligned with organization goals, competency frameworks and individual needs, engaging with stakeholders as required
  • Scan economy, both locally and globally to identify L & D trends and opportunities and make recommendations
  • Consider and determine appropriate, blended learning methods and media to address identified needs
  • Develop an annual Training plan/ calendar, update as necessary and communicates this to all Brands
  • Develop a framework for Learnerships and Internships across the Group to nurture early talent and keep this current and relevant. Liaise with the appropriate stakeholders to achieve and maintain accreditation and obtain available grants/ refunds
  • Conduct an annual Training Needs Analysis, consolidating information provided from the respective Brands
  • Put in place the necessary annual budget and ensure delivery is within that

Output 2 - Learning and Development Delivery**:

  • Develop and deliver training material, where possible, to address identified needs
  • Identify and select service providers to run training programmes, as required and within budget
  • Review policies and procedures relative to further education and training and make recommendations for improvement including further education, bursaries etc
  • Monitor course/progamme attendance, follow up as necessary and report back to HRD and HRBPs
  • Conduct post training evaluations to ascertain training effectiveness, report back to delegates and integrate findings into future course/ programme design
  • Monitor the implementation and effectiveness of Learnerships/ Internships across the Group and advise Brands
  • Management, review and revision of staff onboarding/ induction training to keep it up to date, relevant and applicable to the various categories/tiers of staff
  • Interact with delegates and/or HRBPs to resolve problems relating to training

Output 3 - Coaching and Mentoring**:

  • Champion Mentoring and Coaching across the Group
  • Identify, establish and maintain an up to date Group data base of suitable Coaches, Mentors and Mentees
  • Formulate, update and communicate policies and procedures for Coaching & Mentoring across the business
  • Provide advice to Managers, Coaches, Mentors and Mentees, as requested
  • Track and monitor progress of formal mentorships ensuring necessary documentation is completed and effectiveness is assessed and reported on
  • Arrange for training/ skills development of Mentors

Output 4 - Learning Management System (LMS) and Reporting**:

  • Source and implement an appropriate Learning Management System for the Group to deliver blended learning solutions
  • Review LMS, annually, in terms of content and delivery platforms and effect updates, as necessary
  • Monitor/track utilization of LMS and development of skills as well as acquisition of competencies
  • Compile and submit L & D reports to HRD, HRBPs and the Board as required

Output 5 - Staff surveys & culture setting**:

  • Identify and implement surveys relevant to building a culture of high performance in the group
  • Identify and implement surveys relevant to building diversity in the group

Output 6 - Staff Management & Collaboration**:

  • Lead and manage the performance outputs of the direct report (L&D Consultant/ Intern)
  • Provide coaching and development opportunities for direct report
  • Play a collaborative role in HR Manco and advise on L&D related issues and consolidation of brand/divisional budgets

Output - Organisation performance:

  • Develop, initiate and maintain the performance management system for the group and ensure it is aligned with organsiation goals and that these are translated into divisional and brand objectives and performance outputs.
  • Ensure staff and managers are equipped with the necessary skills to set objectives, appraise performance and assess potential and identify development needs.
  • Coordinates the groups performance management cycle ensuring compliance with policy and adherence to timelines
  • Identify opportunities and develop ideas to drive high performance across the business
  • Advise on setting stretch objectives for execut

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