Job FamilyHuman Resources
Organisational Effectiveness
Manage Managers
Job PurposeTo advise on and integrate learning and organisational development best practices into business strategy and the HR value chain, in line with the business needs at a strategic and tactical level.
Job ResponsibilitiesAct as a strategic partner to line management. Build trust, credibility and obtain buy-in from stakeholders.Ensure transformational targets related to learning & development are met.Ensure continuous performance improvement through reviewing work processes and practices and addressing any identified gaps.Ensure appropriate vendor selection. Foster healthy trusting relationships. Ensure vendors understand Nedbank business strategy and enable appropriate service delivery.Deliver business solutions that are relevant and current and manage associated risks.Meet business needs and partner with relevant stakeholders. Deliver on agreed Strategic and Operational and Learning projects and manage their implementation.Coach and mentor relevant stakeholders and co-create a positive work environment aligned to Nedbank's vision and values.Ensure service delivery to the business by tracking and monitoring progress of the team.Build credibility of the cross-functional team by empowering the team to deliver.Ensure regulatory tracking, executive decision making, and progress against plan and budget tracking.Enable correct people-related decisions by ensuring that relevant HR communication is filtered through to stakeholders.Promote a high-performance culture by managing performance across the Data and Analytics community.Ensure that the function keeps within allocated budget and assist management in tracking expenditure against the budget by providing budget guidelines to line managers.Prevent mismanagement of funds.Minimise service provider costs and meet financial objectives.Meet business requirements and monitor implementation of Learning and OD interventions.Determine the intervention ROI by measuring the impact of Learning and OD interventions and by assessing participants' reaction to the intervention, knowledge gained, behavioural change, and results.Track the effectiveness of vendors, ensure continuous improvement of services provided, avoid potential losses, get value for money and eliminate vendors who do not meet business needs and standards.Essential Qualifications - NQF LevelProfessional Qualifications/Honour's DegreePreferred QualificationPostgraduate in HRM, Industrial Psychology, Leadership or Change ManagementExperience Learning & DevelopmentManaged a Learning function in a business unit end to end including strategic planning, budgeting, project creation, management and execution as well as reporting.Adept at working with executive leadership as well as deep SMEs across a complex organisation.Track record of working across functional teams that include learning designers, developers, other L&D managers as well as vendors.Has experience in blue sky projects and specifically building Academies where the outcome impacted overall business outcomes and strategy.Has strong handle on how to apply learning regulation as part of learning design to optimise funding and FSC points.First-hand experience with a broad spectrum of learning technology: including platforms, LMS, authoring tools and the integration of technology to deliver exceptional learning experiences.Equally strong at the conceptual/strategic level through planning and execution and does not mind working the detail of learning solutions.Able to lead as a change agent at various levels and structures of the organisation and can navigate complexity and uncertainty.Preferable: exposure to building Data & Analytics capability or adjacent capabilities such as Technology/Digital, Finance, Risk, Investment Banking or similar.Minimum Experience Level10 years' experience in a learning & development at Snr leadership role.10 years' experience across the value chain of L&D (consulting, design & development, programme management, deployment and facilitation and regulatory compliance) performance enablement, Leadership Development, Learning technology.Technical / Professional KnowledgeAlternative learning strategiesBudgetingBusiness administration and managementBusiness principlesCapacity planningChange managementClient service managementCommunication StrategiesDiversity managementEmployee training/developmentGovernance, Risk and ControlsGroup instruction and facilitation methodsMethods for measuring training effectivenessOrganisational behaviour theoryPrinciples of project managementRelevant regulatory knowledgeStrategic planningTalent managementTraining effectiveness principlesBusiness writing skillsManagement information and reporting principles, tools and mechanismsUnderstanding the HR value chain and how things fit togetherInternal Marketing principles and methodologiesBuilding PartnershipsCustomer FocusDecision MakingBuilding talentFacilitating Change
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