Learning and Development Consultant X2

6 months ago

Midrand, South Africa DBSA Full time

The role of the Learning and Development Consultant is to strategically advise and implement the Bank’s learning
and development strategy to ensure optimisation and skilling of organisational talent.

**Key Responsibilities**:
1. Learning and Development
- Align the training and development initiatives to the strategic objectives, vision, mission and mandate of the Bank.
- Co-ordinate the scanning of the environment, conducting research and benchmarking DBSA to other
organisations to establish industry best practice in terms of learning and development.
- Assess skills development programs, co-develop and co-ordinate technical training needs for business in
support of the organisational culture and development requirements.
- Introduce the concept of knowledge sharing amongst peers especially in areas of relevant technical and nontechnical competencies and capabilities.
- Implement Leadership Development Programmes to develop leadership bench strength.
- Manage the appropriate sequence of events and utilisation of resources, including procurement and
delivering learning.
- Serve as a key contributor to capacity building by actively engaging with management.
- Conduct a training needs analysis to determine training gaps and requirements.
- Compile training catalogue and ensure data accuracy on the human resources information system (HRIS).
- Implement interventions to address gaps identified through assessment processes.
- Compile and share with relevant internal stakeholders the annual training calendar and implement Bank wide training as per calendar and budget.
- Present to staff, learning and development initiatives to build understanding and ease of uptake and
attendance.
- Assess and promote a learning culture in an organisation using mediums such as questionnaires, survey,
personal development plans (PDP) or focus groups to determine the real training needs that exist.
- Implement the process of development planning for staff by providing personal and professional growth
models and processes.
- Examine and interrogate employees’ development plans with a view to addressing real skills gaps in terms of positions held and expected deliverables.
- Establish and manage a training committee to instil ownership of learning within the divisions and develop the right skills and capabilities across the organisation.
- Manage the budget at a corporate level to ensure that funds are allocated to the recognised vendors and the outcomes of the course relate to the skills required for the Bank.

2. Monitoring and Reporting
- Compile and draft reports in line with regulatory body and government requirements, such as:

- Employment equity plan.
- Workplace skills plan.
- Annual Training Report.
- Broad Based Black Economic Empowerment (BBBEE).
- Budget reporting including cost recoveries.
- Training statistics and dashboards to HC and business.
- Monitor and report on Return of Investment (ROI) of training initiatives.
- Manage and report on the budget at a corporate level to ensure that funds are allocated to the recognised vendors and the outcomes of the course relate to the skills required for the Bank.
- Advise, track and report monthly on training investment to management and board committees.
- Manage, track and report risks associated with training and escalate where required.
- Present data analysis on trends and projections in training to provide Stakeholders (Business Partners,
Divisional committees, Board committees, Executive committee, etc.) with decision making tools and reports.

3. Stakeholder Engagement
- Consult with accreditation bodies for accreditation of training intervention.
- Engage other DFI’s to benchmark learning and development interventions within the development finance
environment.
- Collaborate with private and investment banks and coordinate stakeholder Memorandum of Understanding (MOU’s) development and implementation.
- Assess performance of vendors and provide feedback on the quality standards in assessment and training
intervention implementation.
- Benchmark with external key stakeholders to align with industry best practices.
- Consult with vendors to understand their offerings from a quality assurance perspective.

**Key Measurements of Outputs**

1. Training initiatives implemented according to the annual plan.
2. Quality and timeous reports submitted as per compliance requirements.
3. Budget spend managed and monitored accurately.
4. Service provider delivery and performance management.
5. Clean audit.

**Key Internal Liaison Relationships**

1. DBSA committees and unit managers

2. All DBSA Staff

**Key External Liaison Relationships**

1. Service providers
2. Auditor General (AG)
3. DFI’s and SOE’s

4. Regulators to understand and enquire new HC related regulatory framework
5. Sector Education and Training Authority (SETA)

**Expertise & Technical Competencies**:
**Minimum Requirements**:
1. A postgraduate degree in Human Resources/ Industrial Psychology/Social

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