Head: Learning and Development

Found in: Talent ZA C2 - 1 week ago

Johannesburg, South Africa Sanlam Full time

Who are we?

Sanlam Developing Markets [SDM] (a wholly-owned subsidiary of Sanlam Life Limited) is one of the top financial services providers in the South African entry-level and emerging middle market. It aims to understand the unique requirements of clients and offers a wide range of simple and affordable financial solutions that cover needs such as funeral insurance, savings for education, life cover and personal accident plans. In terms of the Sanlam Group Governance Policy, SDM is managed by the SA Retail Mass cluster, which is part of the Sanlam Life and Savings cluster within the Sanlam Group. The cluster focusses on retail products, as well as group schemes.

What will you do?

This role is responsible for all Learning and Development activities in the Retail Mass Cluster, including setting the Learning Strategy. The role also delivers the annual Cluster Workplace Skills Plan and drives all career and employee development initiatives and programs. Furthermore, the role is accountable for the career architecture and Cluster competency framework.

What will make you successful in this role?

These are the key outcomes expected from this role:
•Take accountability for the development of the Cluster Learning and Development Strategy
•Establish the overall framework and architecture for Career Management and Development
•Provide a framework and strategy for Leadership as well as Executive Leadership Development
•Program Management of development programs (Learnerships, Internships, Graduates)
•Development, execution and reporting on the Annual training plan and Workplace Skills Plan
•Accountable for all reporting, analytics and measurement related to field

Key Deliverables:

Learning and Development Strategy:

Take overall accountability for the development, delivery and implementation of a Cluster Learning and Development Strategy. Regularly conduct benchmarks to industry and local and global standards and practice. Drive a clear strategy for online and remote learning and the use of technology. Work alongside the Head: Organisational Effectiveness to develop a reskilling strategy aligned to changes in business strategy and processes. Career Architecture Custodian of the Cluster competency framework, ensure ongoing updating of the framework aligned to business strategy and the Future of Work requirements.

Leadership and Executive Development:

Establish a framework for leadership development aligned to the Leadership Philosophy and business strategy. Regularly review the success of programs to tweak direction.

Program Management:

Provide direction and guidance to the implementation of learnerships, internships and graduate programs. Annual development of the Cluster Workplace Skills Plan and Annual Training Plan Consolidates all information to facilitate a Cluster report. Takes a global view of training plans, requirements and relevant legislative reporting.

Coaching and Mentoring:

Establish a framework for Executive Coaching and Mentoring. Onboard a panel of certified coaches. Review feedback to make ongoing changes in order to retain efficiency of the practice.

Budget Management:

Drives efficiency in learning spend. Contract right providers for building capabilities and competencies. SLA management of core contracts and services.

Vendor & contract management:

Engage all suitable vendors to support the successful delivery of the Strategy.

Reporting, trend analysis and evolution:

Establish efficient report on key metrics relevant to the area of accountability. Analyse trends and identify business problems to be resolved. Partner with Analytics Lead to solve business problems with people data. Move function beyond reporting to analytics.  Ensure digital compliance and ensure the use of third party and employee complies with applicable data laws.

Future of Work adaptation:

Constantly consider alignment of function to trends emanating from ongoing work and thought leadership grounded in the Future of Work. Stay abreast of strategic external thinking and trends impacting function (local, industry and global).

Cluster Enablement:

Provide oversight for implementation of core governance of the Cluster HC function by working with the HC Head for the Cluster

Stakeholder Management:

Build relationships with key internal and external stakeholders & partners.

Team Leadership:

Lead a team of specialists by providing leadership and coaching. Work with the team to determine direction and deliverables. Manage team performance and engagement.

Qualifications and Experience:

•Tertiary qualification with at least 10 years related experience. 
•A post-graduate qualification will be an added advantage. 
•Extensive experience in the field of Learning and Development in a multi-layer and multi country environment with a global focus.
•Prior experience in leading learning teams is essential.

Knowledge and Skills

Strategic PlanningDrives transformation and change organisational design and developmentRisk and Governance ManagementLeading others and resource management

Personal Attributes

Organisational savvy - Contributing through othersDecision quality - Contributing through othersDrives engagement - Contributing through othersBusiness insight - Contributing through others

Core Competencies

Cultivates innovation - Contributing through othersCustomer focus - Contributing through othersDrives results - Contributing through othersCollaborates - Contributing through othersBeing resilient - Contributing through others

Build a successful career with us

We’re all about building strong, lasting relationships with our employees. We know that you have hopes for your future – your career, your personal development and of achieving great things. We pride ourselves in helping our employees to realise their worth. Through its five business clusters – Sanlam Fintech, Sanlam Life and Savings, Sanlam Investment Group, Sanlam Allianz, Santam, as well as MiWay and the Group Office – the group provides many opportunities for growth and development.

Turnaround time

The shortlisting process will only start once the application due date has been reached. The time taken to complete this process will depend on how far you progress and the availability of managers. 

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