Change Manager Jhb

Learning & Change Manager
Reference: JHB-Chris-2
We are urgently looking to fill a position of a Learning & Change Manager for one of our premier clients in the gaming, hospitality, and entertainment industries.

Duties & Responsibilities
JOB PURPOSE: The Learning & Change Manager will be responsible to consult with the business units in the assessment and evaluation of business needs and gaps, and to collaborate with the learning and development service providers in determining the learning design, providing quality assurance and measurement of learning programs and interventions, and mandatory reporting that takes place across the business to close performance gaps and achieve business objectives, in line with legislation, BBBEE targets and Company standards.

This role will also support operations in providing frameworks and tools for change projects that affect operations across the company group. This role will ensure all policies, frameworks and practices are based on researched leading and industry practice, technical solutions, specialized projects and innovation, and legislative support to advise, enable and support business operations in achieving their objectives.

Key Stakeholders:
Internal: Director: HR; Central Hospitality Teams; Central Gaming Teams; Central Business Support Team; Unit GMs; Unit Functional Managers & Teams; Unit HR Teams; Central Compliance team.
External: International Hotel School; Service Providers; Business partners; CATHSSETA or other SETA's.

JOB SCOPE & RESPONSIBILITIES:

1. Partner with business unit HR and Learning Practitioners to facilitate learning needs analyses processes and results, relative to strategic and performance objectives.
2. Provide relevant learning documentation, tools, and templates to various stakeholders for recording purposes.
3. Troubleshoot escalated queries and manage challenges being experienced around development needs learning interventions and learning programmes within the operations.
4. Conduct a performance consulting methodology to investigate issues being experienced in the operations, diagnose, and identify the root cause of the issue and identify training, system and/or process needs.
5. Make recommendations on learning initiatives to improve performance and encourage the philosophy of a learning organisation that enables the development of talent and creates a high performing culture; conducting interviews and observations to ensure there is transfer of learning.
6. In collaboration with the business unit, provide advice to facilitate learning solutions and interventions to address challenges and close identified gaps.
7. Track the implementation of learnerships, leadership development and bursary interventions, and provide necessary support in assessing the return of investment and integration into the business units.
8. Be a change agent and communicate on change frameworks, plans and tools for large and group wide projects, providing the necessary advice around skills and knowledge development.
9. Collaborate with the learning provider to create and monitor detailed work plans and schedules of activities needed to successfully complete the learning content development and design including the allocation of resources, aligned with leading practice and trends.
10. Quality assure learning content and provide input into the customisation of content in line with the company requirements.
11. Co-ordinate and manage the design team and provide guidance on a functional level to ensure delivery to objectives.
12. Monitor and control solution delivery and the provider's performance against plan throughout the design life cycle.
13. Prepare progress reports against the implementation plan.
14. Monitor and obtain approval on budgeted design expenditures, escalating any variances or challenges.
15. Conduct ad hoc audits on learning data to ensure compliance and accuracy and integrity of data within allocated business units, highlighting any areas of concern.
16. Monitor and ensure the preparation of mandatory skills development plans and reports for specific units.
17. Monitor the preparation of audit files and supporting documentation (identifying trends; statistics; project status updates) for BBBEE skills development audits.
18. Monitor and measure the effectiveness of learning content to ensure stakeholder requirements are met and expected transfer of knowledge, skills and ROI is achieved.
19. In cases of underperformance and non-delivery, provide recommendations for relevant stakeholders with remedial action and document.
20. Monitor, track and report on skills spend and documentation for BBBEE reporting for allocated business units.
21. Acts as coach and trusted business advisor to influence HR and Learning operations teams, and Functional Managers in the areas of Learning and Development Policy, skills development legislation, BBBEE skills development regulations and the implications of decisions from a Learning perspective.
22. Manage relationships with learning providers through regular engagements to ensure learning content design, and performance objectives are achieved.
23. Assist business units in the facilitation of learning programmes when required.

QUALIFICATION AND EXPERIENCE:
3-Year Degree in learning and/or ODETDP.
Experience: Minimum 7 years' experience as a Learning & Development facilitator including experience in learning design.
Experience in change management.

Work conditions and special requirements:
Travel to all units required on a regular basis. May be required to work outside of normal working hours, in line with operational requirements (including weekends, public holidays).

PETENCIES:

1. Technical proficiency: Interviewing Skills.
2. Skills Development legislation, BBBEE regulations on SD.
3. Learning needs analysis.
4. Learning & development methodologies in development, design.
5. Facilitation skills.
6. Change Management.
7. Business Acumen.
8. Project Management.
9. Proficiency in MS Office; Peoplesoft.
10. Financial Acumen and numerical skills.
11. Communication skills (Verbal and Written).
12. Personal Credibility & integrity.
13. Skills Development Reporting writing.

Know-how:
Requires specialised theoretical knowledge and processes relating to learning design practices, processes, and regulations. Short term planning (within 12 months) involves conducting the planning of design content to meet and optimise new business targets and objectives. Organise, plan, and prioritise tasks for self to ensure that work gets done efficiently and cost effectively. Interact with stakeholders and team - influencing, motivating, and encouraging specific behavior.

Problem-solving:
Apply business acumen and sound common sense to the overall management of learning needs analyses, creative content design and reporting. Monitor changes in the learning environment and act upon potential opportunities, risks, and challenges. Consider all the facts, options, and possible objectives prior to making decisions. Maximise or leverage the strengths of the team in a competitive environment. Deal with diverse problems in own area, using judgment and discretion to resolve them.

Accountability:
Provide information and make recommendations regarding products, channels and services that will meet operational requirements. Solve a wide range of queries dealing with these sensitively and within operational/procedural limitations. Solutions should be cost efficient and effective in delivering business results. Optimise and streamline existing systems and processes to support the business strategy in terms of cost efficiency, managing risks and improving the service offering. There are guidelines/policies and procedures in place to be followed, but the incumbent needs to constantly consider ways of improving productivity and profitability.

PACKAGE & REMUNERATION:
Compensation will be determined based on qualifications, applicable experience, and previous earnings.