Learning and Organisational Development Manager

SUMMARY:
Learning and Organisational Development Manager Position Available

POSITION INFO:

Main Purpose:

• The purpose of the Learning and Organisational Development Manager role is to plan, develop, implement and administer development and change management programmes for employees that is aligned to the organisation’s global and local strategic objectives;
• The Learning and Organisational Development Manager also acts as liaison and advisor to the organisation’s leadership and facilities initiatives across the organisation;
• In partnership with P&C Business Partners and business leaders, the Manager, Learning and OD will assess, identify, design and deliver learning solutions and talent / organisational development initiatives;
• This individual will implement strategies, plans, programmes and systems in support of developing and retaining the talent needed to meet business objectives;
• This role will develop learning and development plans, design a learning curriculum and consult with subject matter experts to source appropriate content in order to support leadership training, employee development, and team / organisational effectiveness;
• This role may also be required to assist other divisions on learning projects as required;

Role Specific Accountabilities:

Learning:

• Develops the organization capacity through learning and knowledge sharing strategies that align with business strategy and business people goals;
• Implements effective learning processes and technologies that support individual development and on-going learning for all employees;
• Consults with subject matter experts, e.g. People and Organizational Growth Chapter and other service providers to develop customized development strategies for individual staff and curricula for specific target groups of employees;
• Identifies and manages high quality outside partnerships to assist with the deployment of learning and OD solutions that contribute to organizational success;
• Develops multi-year operational plans and budget and provides oversight of spending;
• Creates evaluation processes and tools for both educational and organization effectiveness processes and uses metrics to continuously improve quality of products and services;
• As organizational development expert, develops customized assessments to analyse team effectiveness, and designs processes to build improvements;
• Develop measures, benchmarks, or scorecards to monitor the effectiveness of leadership development efforts; apply these measures to drive progress in talent management and retention;

Organisational Development:

• Provide inclusive methodologies and approaches to:
• Communication to the organisation together with internal communications department on employee development and change management initiatives;
• Strategic Planning on employee on boarding process, talent development, talent identification and succession planning processes in line with the strategic goal of the organisation;
• Organizational design;
• Performance management: ensures the implementation and understanding of the global performance management process by all stake holders and that it is aligned to organisational objectives and goals;
• Coaching: ensure appropriate coaching process is in place for line managers and identified potential talent;
• Diversity and Inclusion initiatives: is responsible for the implementation to diversity and inclusion initiatives aligned to the global and local strategy;
• Change and Transition Management;
• People and Leadership Development;
• Mission, vision, values and culture integration/alignment;
• Team alignment and Relationship Building;

On Boarding New Talent:

• To support best practice and an aligned on boarding programme by designing, developing and reviewing the programme on an annual basis;
• To support the development and upskilling of the new employee by facilitating identification of development needs as per training matrix, and monitor the development plan on a quarterly basis;
• To support new employees to get a good understanding of the whole business by coordinating induction sessions across divisions on a quarterly basis;

Development of Talent:

• To identify skill gaps by consulting with line managers, leadership team and staff on their development needs on an annual basis or as required;
• To support development as per the outcome of the skill gap analysis by identifying relevant providers to facilitate development initiatives annually and when required;
• To support implementation of development by designing and sharing the learning calendar, monitor attendance and application of learning on an ongoing basis;
• To support delivery of learning by designing and implementing relevant administration and management systems when required;
• To support long life learning culture by designing and implementing learning journeys/pathways for each employee on an annual basis;
• To support career development by consulting and coaching employees on the formulation and implementation of Individual Development Plans;
• To support a culture of high performance by facilitating implementation of performance improvement initiatives when required;
• To effectively manage the Bursary program by developing relevant policies and procedures, by communicating the program to employees on an annual basis;
• To support implementation of new initiatives and changes for the business by conducting relevant training and awareness on those initiatives;

Leadership Development:

• To support development of leaders by identifying and coordinating global and regional learning initiatives;
• To support development of leaders by identifying development needs in line with the strategy of the business and facilitate relevant initiatives when required;
• To monitor succession planning by identifying development needs for identified successors, engaging with line managers about their development, securing agreement of the development plans and tracking implementation and impact of learning investments quarterly;

Compliance and Governance:

• To implement the BBBEE, EE and Skills Development strategy by executing the plans, monitoring progress, identifying gaps and anomalies, recommending actions and implementing corrective action quarterly;
• Responsible for the consolidation and submission of BBB-EE, EE and Skills Development report on behalf of the organisation on a yearly basis working together with P&C Business Partner;
• To develop the training and development budget by understanding the requirements, preparing the budget and submitting for review and approval annually;
• To enhance governance and understanding of learning in the business by reviewing and implementing L&D policies and procedures annually;

Key Work Relationships:

Local:

• All Line Managers;
• All organisation employees;
• All HR employees;

International:

• People and Organisational Growth Chapter;

External:

• Service providers;
• HR networks;
• Department of Labour;
• Respective SETA’s;
• Compliance bodies;

Role Specific Requirements:

Qualifications and Experience:

• NQF 7 qualification in Human Resource Management or similar;
• 3 – 5 years’ experience in learning and organisational development in a multinational company;

Must Have Knowledge of:

• Labour legislation and statutory requirements;
• HR practices;
• Learning and Development;
• Organisational Development strategies;
• Management of change initiatives and transformation initiatives;

Recommended Skills and Abilities:

• Customer Centricity;
• Partnering Strategically;
• Teamwork and collaboration;
• Accountability;
• Communication (verbal and written);
• Decision making;
• Innovation;
• Learning orientation;
• Planning, organising and prioritising;
• Project Management;
• Driving Change;
• Generating Talent Insights;
• Embracing Agility;

Physical Requirements:

• Ability to travel nationally and internationally;

Leadership Commitments:

• Take a genuine interest in people;
• Listen carefully, tell the truth, and explain the why;
• Empower and trust people to make decisions;
• Discover and develop the potential in people;
• Strive for excellence and extraordinary results;
• Set priorities and simplify work;
• Congratulate people for a job well done.

NB! This job is now closed. You can apply for other jobs by uploading your CV.