Job Summary
To
provide advice and support in the development and implementation of area of
specialisation planning and associated service delivery processes, methods and
techniques; enabling the provision of sound learning and development services.
Job Description
Learning & Development
Specialist
Overall Job Purpose
The
role primarily leads and support all Learning and Development management
practices across the business in partnership with People Business Partners
(PBP) and business leaders will deliver the full spectrum of Learning
management practices as defined within Absa. The role is accountable for
the crafting of annual L&D Calendar in consultation with the business
leaders, performance coaching, partnering with group to roll out learning,
leadership, and talent development.
The
role leverages analysis of ongoing programs and development interventions to
ensure quality at design, development, and delivery stages. This role
also engages with peers, relevant professionals, and institutions in the market
and at Group to stay abreast with best-in-market practices that supports the
maturity of a learning organization.
Responsibilities:
Learning and Leadership
Development Implementation – 50%
- Creation of content, curriculum,
e-learning, collateral, and other learning materials that will drive
colleague behavior-change using various learning theories inclusive of job
aids, facilitator and participant guides, on-the-job training systems,
tutorials, and demonstration models.
- Development of L&D interventions and
learning that incorporate overall business objectives such as the
business’s financial goals and are aligned to the design and development
standards at Absa.
- Development of interactive learning
solutions that drive measurable results for the business and guarantee
that those solutions are instructionally sound and are up to the
business’s quality standard
- Provides consulting support to PBPs when
required, to identify Learning and Leadership needs through Performance
consulting, to address people development needs required to meet business
strategic objectives.
- Identify learning solutions and other
non-learning issues relevant to business performance improvement and
capability building.
- Undertake learning demand planning,
delivery and Project manage the implementation of learning and leadership
programmes in country.
- Facilitate learning and leadership
programmes and team interventions.
- Provide advisory to business leaders,
people managers and individual employees on skills development and career
paths.
- Build leadership teams and People manager
capabilities to own and drive the learning and leadership development
agenda as a business priority and support progressive learning culture.
- Monitors L&D plans, solutions,
vendors, and employee feedback to drive continual improvement.
- Aligns the learning agenda with the needs
and directions of the Clusters/divisions.
- Support development and implementation of
a digitally enabled Absa Group learning curriculum that caters to
development of strategy-aligned and future-fit skills in individuals and
teams across all levels of the organization.
- Support development of strategies and
solutions to embed the tenets of a learning organization, a culture of
self-driven and future-fit learning at Absa.
- Support coordination of a Learning
Community of Practice and implementation of specialist and People
Partner-focused interventions.
- Keeps informed of leading practices,
monitor, and evaluate market trends in the Leadership development and
Learning fields.
- Provide learning Subject Matter Expertise
and advisory services to business and key stakeholders, including
recommendation and development of innovative bespoke learning solutions
and experiences.
Coaching – 30%
- Models’ best practices in learning and
development activities to ensure maintenance of top-notch learning
programs, which lead to high performance.
- Facilitate Performance Coaching sessions
of Colleagues with PBPs and People managers as part of accelerating
performance within the functions.
- Partner with PBPs to up skill people
managers on performance coaching and best management practices.
- Advise People and Culture leadership on
emerging Learning, Leadership development and Talent management thought
leadership.
Reporting & Metrics – 10%
- Conduct current and ongoing strategic
assessments of business-wide training and development programs and
initiatives.
- Draw out trends and meaningful insights
based on data analytics & modelling that will support desired business
outcomes.
- Creation of testing and evaluation
processes of the effectiveness of Learning programs.
- Evaluate the business impact of learning
interventions
- Provide monthly Learning, Leadership and
Talent development Analytics and insights to enable evaluation of process
and inform management decision making in partnership with PX team.
- Manage and update Learning and Leadership
Scorecard and tracker for the business to enable monitoring of performance
against plan.
- Support analysis of pertinent statistical
data to identify trends and developments related to full spectrum of
learning and leadership development.
Learning & Development
Governance – 10%
- Ensure that the application of the
learning and leadership Policy development Policy and ensures the business
adheres to the Policy and process.
- Review adverse risk assessments and
provide recommendations to the Head of Leadership, Learning and Talent to
approve or decline.
- Partner with the Head of Governance to
manage any emerging risks, controls and maintain acceptable levels.
- Acts as the Learning and Leadership
quality controller and maintain the standards at best practice within
business units.
- Manage country Learning and Development
budget, ensuring that spend is per plan.
- Participate in identifying and managing
vendors for the delivery of L&D initiatives.
- Contribute to the enhancement of Group
LLT policies by sharing regulatory, leaders and colleague feedback.
Qualifications:
Technical Skills:
- General HR management
- Learning and Development Management
Experience
- Content design, development and delivery
experience for adult learning
- Broad talent management practices
- Assessment Centers end to end delivery
Competencies:
- Facilitation skills
- Customer excellence – service delivery
- Digital familiarity
- Effective communication
- Stakeholder engagement
- Analytical and critical thinking
- Influencing and negotiation
Knowledge and skills:
- Qualified facilitator
- Advanced knowledge of the Kenya labour
laws especially Employment Act
- Benchmarking
- Human Capital technology. Knowledge of
Workday would be an added advantage
- Have progressive experience in learning
and development management; strategic HR; change management, digital
transformation and likely some experience from consulting and/or advisory
roles in international contexts.
- A good understanding of the HR Policies,
HR Services and procedures, and the HR governance framework
Education:
- University degree in business management,
Human Resources
- CHRP Certification Kenya
- Learning design or similar will be an
added advantage
Experience
- At least 4 years working experience in a
learning and development capacity, in a high growth, large business
setting. A suitable candidate will also have gathered his working
experience working in a complex matrix set-up with diversified business
departments.
- Proven and successful experience
facilitating learning campaigns through instructional design concepts,
adult learning concepts, and technology.
- Demonstrated successful experience
leveraging technology in order to deliver training in new ways.
- Ability to identify performance
improvement opportunities and gaps, conduct analyses, and develop
solutions that will deliver the desired results through training programs.
- Strategic and creative thinker, detail
and result oriented, be open and welcoming to change, be comfortable
working in group settings, handle multiple projects and meet tight
deadlines
- Ability to develop strong relationships
with others and leverage those relationships across the business by
influencing management to take up training programs that ultimately
influence the overall performance of the business.
- End to end experience in talent
management including talent identification, talent reviews and talent pool
management
- Experience in managing LMS Systems (e.g
Taleo, Workday , Oracle)
Preferred
- Project Management qualification
- Proficiency in Workday LMS
- Experience in end to end Project
Management
Education
- Higher Diplomas: Education, Training and
Development (Required)
How
To Apply