Group Head: Learning, Leadership & Capability (KZN)

OttoBauthentic; Johannesburg; On-site; ZAR 1,500,000 - 2,100,000; Full time

Job summary

A leading organization is seeking a Group Head of Learning, Leadership & Capability to design and implement a comprehensive capability development strategy. This role focuses on building effective leadership pipelines, creating training frameworks, and establishing a continuous learning culture across the organization. Candidates should have a Bachelor's degree in relevant fields and 12–15 years of experience in HR or Learning. This position offers the opportunity to make a significant impact on organizational growth and operational excellence.

Qualifications

• 12–15 years experience in HR, Learning or Organisational Development.
• Strong experience in multi-site operational environments.
• Experience working with SETAs and managing skills development funding.
• Experience designing enterprise learning strategies.
• Strong experience in multi-site operational environments.
• Experience working with SETAs and managing skills development funding.
• Experience building leadership development programmes.

Responsibilities

• Design and implement capability development strategy aligned with growth.
• Develop enterprise learning and capability strategy.
• Create leadership programmes for restaurant managers and executives.
• Establish governance frameworks for learning effectiveness.
• Establish and lead the Learning Academy.
• Support operational, leadership and executive training programmes.
• Create capability pathways across all business units.
• Design training frameworks for restaurant operations.
• Support service excellence and operational compliance.
• Strengthen logistics and supply chain leadership capability.
• Create curriculum frameworks and learning pathways.
• Oversee instructional design standards.
• Implement scalable learning content and digital platforms.
• Build relationships with SETAs including CATHSSETA.
• Secure skills development grants and funding opportunities.
• Manage Workplace Skills Plans (WSP) and ATRs.
• Implement learnerships and leadership development programmes.
• Develop partnerships with universities, business schools and training institutions.
• Identify global QSR learning platforms and leadership partners.
• Implement Learning Management Systems (LMS).
• Develop learning analytics and capability dashboards.
• Measure training impact and organisational capability growth.

Skills

Leadership development

Instructional design standards

Learning Management Systems (LMS)

Organisational development

Building leadership pipelines

Funding management

Curriculum design

Stakeholder engagement

Education

Bachelor's Degree in Human Resources, Industrial Psychology, Organisational Development or Business Management

Postgraduate qualification or MBA

Tools

LMS

Data dashboards

Job description

Role Purpose

The Group Head of Learning, Leadership & Capability will design and implement a group-wide capability development strategy aligned with organisation’s growth ambitions.

The role is responsible for:

• Building leadership pipelines across the organisation
• Establishing scalable operational training frameworks
• Developing franchise partner capability
• Designing enterprise learning architecture
• Securing external training funding and partnerships
• Embedding a culture of continuous learning and leadership excellence

Key Responsibilities

1. Enterprise Learning Strategy:

• Develop and implement enterprise learning and capability strategy
• Align learning initiatives with operational performance outcomes
• Create capability roadmaps across divisions
• Establish governance frameworks for learning effectiveness

1. Organisation’s Learning Academy:

• Establish and lead the Learning Academy
• Support operational, leadership and executive training programmes
• Create capability pathways across all business units

1. Leadership Development:

• Develop leadership programmes for restaurant managers, area managers and executives
• Build internal succession pipelines
• Support high‑potential leadership programmes

1. Operational Capability Development:

• Design training frameworks for restaurant operations
• Support service excellence and operational compliance
• Strengthen logistics and supply chain leadership capability

1. Learning Design & Content Development:

• Create curriculum frameworks and learning pathways
• Oversee instructional design standards
• Implement scalable learning content and digital platforms

1. SETA Engagement & Skills Development Funding:

• Build relationships with SETAs including CATHSSETA
• Secure skills development grants and funding opportunities
• Manage Workplace Skills Plans (WSP) and Annual Training Reports (ATR)
• Implement learnerships and leadership development programmes

1. Strategic Partnerships:

• Develop partnerships with universities, business schools and training institutions
• Identify global QSR learning platforms and leadership partners

1. Learning Technology & Analytics:

• Implement Learning Management Systems (LMS)
• Develop learning analytics and capability dashboards
• Measure training impact and organisational capability growth

Key Performance Indicators (KPIs)

• Leadership pipeline coverage for critical roles
• Internal promotion rate into leadership positions
• Participation and completion rates of learning programmes
• Operational performance improvements linked to training
• Value of SETA funding secured annually
• Number of learnerships and development programmes implemented
• Employee engagement relating to development opportunities

Minimum Requirements

Qualifications

• Bachelor’s Degree in Human Resources, Industrial Psychology, Organisational Development or Business Management
• Postgraduate qualification or MBA advantageous

Experience

• 12–15 years experience in HR, Learning or Organisational Development
• Experience designing enterprise learning strategies
• Strong experience in multi‑site operational environments
• Experience working with SETAs and managing skills development funding
• Experience building leadership development programmes

Strategic Impact

• Build strong internal leadership pipelines
• Maintain operational excellence while scaling rapidly
• Develop a structured organisational learning culture
• Maximise government skills development funding
• Strengthen franchise and operational capability across the business