Learning, DEI

Job Description: Learning, DEI & Change Manager

Position: Learning, DEI & Change Manager
Location: Durban
Salary Range: R60,000.00 - R80,000.00 per month
Reports to: HR Executive
Direct Reports: 1 Learning Specialist
Indirect Reports: 1 Learning Administrator

Purpose of the Role:

The Learning, DEI (Diversity, Equity, and Inclusion) & Change Manager is a key leadership role responsible for driving the development and implementation of learning and development programs, DEI initiatives, and change management processes within the organization. This role is pivotal in fostering a culture of continuous learning, promoting an inclusive workplace, and managing organizational change to ensure smooth transitions. By aligning these initiatives with business objectives, the Learning, DEI & Change Manager contributes to enhancing employee engagement, customer service delivery, and the overall organizational resilience and success.

Main Responsibilities:

1. HR Leadership

• Strategic Collaboration: Work closely with the HR Executive and business leaders to develop and execute learning, DEI, and change management strategies that align with business goals, with a particular focus on enhancing customer service delivery and customer centricity.
• Strategic Influence: Provide thought leadership and guidance on best practices in learning, DEI, and change management, influencing organizational culture and practices.

2. Team Management

• Leadership: Lead, mentor, and develop a small team, ensuring alignment with business priorities and fostering their professional growth.
• Performance Management: Oversee the performance of the Learning Specialist and Learning Administrator, ensuring they meet their goals and contribute effectively to the teams success.

3. Learning and Development

• Program Design: Design, implement, and manage comprehensive learning and development programs that support the professional growth of employees at all levels.
• Needs Assessment: Conduct regular training needs assessments to identify skill gaps and develop learning solutions that align with the company's strategic goals.
• Program Delivery: Ensure the timely delivery of training sessions, workshops, and e-learning initiatives to enhance employee skills and capabilities.
• Effectiveness Evaluation: Monitor and evaluate the effectiveness of training programs, making continuous improvements based on feedback and performance data.

4. Diversity, Equity, and Inclusion (DEI)

• DEI Strategy Development: Develop and implement strategies that promote a diverse, equitable, and inclusive workplace culture.
• Cultural Competency: Lead initiatives to address unconscious bias, cultural competency, and inclusivity within HR practices and broader business operations.
• Goal Setting and Tracking: Partner with leadership to set DEI goals, track progress, and report on outcomes.
• Employee Resource Groups: Foster the development of employee resource groups and diversity networks to support underrepresented groups within the organization.

5. Change Management

• Change Leadership: Lead change management efforts for organizational initiatives, ensuring changes are effectively communicated and adopted across the organization.
• Stakeholder Engagement: Develop comprehensive change management plans that include stakeholder engagement, communication strategies, and training programs.
• Support Through Transitions: Provide guidance and tools to support leaders and teams through organizational changes, ensuring smooth transitions.
• Impact Measurement: Measure the impact of change initiatives and adjust strategies as necessary to achieve desired outcomes.

6. Cross-Functional Collaboration

• Integration: Work closely with HR, operations, and leadership teams to integrate learning, DEI, and change management into all business processes.
• Advisory Role: Serve as a trusted advisor to senior leadership on matters related to learning, DEI, and change management, providing insights and recommendations.

Education and Qualifications:

• Bachelors Degree: Required in Human Resources, Organizational Development, Psychology, or a related field.
• Advanced Certification: Postgraduate degree or certification in Learning and Development, DEI, or Change Management is an advantage.

Knowledge and Skills:

• Learning & Development Expertise: Strong understanding of learning and development principles and methodologies.
• DEI Knowledge: In-depth knowledge of DEI best practices and frameworks.
• Change Management: Proficiency in change management models and techniques.
• Project Management: Excellent project management skills with the ability to manage multiple initiatives simultaneously.
• Analytical Skills: Strong analytical and problem-solving skills to develop data-driven solutions.
• Emotional Intelligence: High emotional intelligence and cultural awareness to navigate diverse workplace dynamics.
• Technology Proficiency: Proficient in the use of learning management systems (LMS) and other HR technology platforms.
• Communication: Excellent communication, presentation, and facilitation skills.

Experience and Training:

• Industry Experience: Minimum of 5-7 years of experience in a learning and development, DEI, or change management role, preferably within the supply chain, logistics, or a related industry.
• Program Implementation: Proven track record of designing and implementing successful learning programs and DEI initiatives.
• Change Management: Experience in leading change management projects in a complex organizational environment.
• Instructional Design: Training in instructional design, DEI principles, and change management is highly desirable.

Problem Solving:

• Innovative Solutions: Address complex challenges related to learning, DEI, and change management by developing innovative and practical solutions.
• Gap Analysis: Analyze data to identify gaps in learning, inclusivity, and change adoption, and develop targeted interventions.
• Conflict Resolution: Navigate and resolve conflicts arising from change initiatives or DEI efforts with sensitivity and fairness.

Customer Relationships:

• Internal Relationships: Build and maintain strong relationships with internal customers, including employees, managers, and senior leaders, to understand their needs and provide tailored support.
• Customer-Centric Approach: Foster a customer-centric approach within the HR function, ensuring that learning, DEI, and change initiatives contribute to enhanced customer service delivery.

Decision Making:

• Strategic Decisions: Make informed decisions regarding the design and implementation of learning, DEI, and change management programs that align with the company's strategic objectives.
• Empowerment: Empower teams to make decisions that support inclusivity, learning, and smooth transitions during change processes.

Leadership Supervision:

• Thought Leadership: Provide thought leadership on learning, DEI, and change management, influencing organizational culture and practices.
• Team Leadership: Lead cross-functional teams or working groups on specific projects, ensuring alignment with business goals.
• Mentorship: Act as a mentor and coach to other HR professionals in the areas of learning, DEI, and change management.

Competencies:

• Strategic Thinking: Ability to align learning, DEI, and change initiatives with long-term business objectives.
• Leadership: Strong leadership presence with the ability to inspire and guide others.
• Inclusivity: Commitment to fostering a diverse and inclusive workplace.
• Adaptability: Ability to navigate and lead through change effectively.
• Collaboration: Excellent collaboration skills with a track record of working effectively across functions.
• Communication: Strong communication skills, with the ability to influence and engage stakeholders at all levels.

Communication and Influence:

• Stakeholder Engagement: Communicate effectively with a wide range of stakeholders, from frontline employees to senior executives, to drive learning, DEI, and change initiatives.
• Influencing Skills: Influence leaders and teams to embrace learning opportunities, adopt inclusive practices, and support change initiatives.
• Presentation: Present complex concepts in a clear, concise, and compelling manner to facilitate understanding and buy-in.