Learning and Development Partner

Pick n Pay Stores Limited; Durban; On-site; ZAR 500,000 - 700,000; Full time

Job summary

A retail chain in South Africa is seeking a Learning and Development Partner to drive training and competency growth. This role involves collaborating with HR leadership to identify skill gaps, design and implement bespoke learning solutions, and ensure compliance with training requirements. Candidates should have a relevant degree and 3-5 years of experience in L&D. The position offers a chance to influence training strategies within a dynamic environment.

Qualifications

• 3-5 years in HR and Learning & Development with regional or multi-site exposure.

Responsibilities

• Partner with the Lead HRBP and BU / Regional Leadership to build actionable L&D plans.
• Conduct Learning Needs Analyses with managers to identify performance gaps.
• Design and deliver bespoke learning solutions tailored to regional needs.
• Embed and localise group-wide initiatives for consistency.
• Monitor learning effectiveness through tracking and reporting participation.
• Ensure compliance with Skills Development and manage training records.
• Continuously improve learning practices and contribute to case studies.

Skills

Conceptual / Abstract / Big Picture Thinking

Facilitation Skills

Engaging Diversity

Organisational Agility

Motivating People

Business Insight

Modelling / Living the Values

Practical Execution Management

Education

Relevant degree in HR, Business, or Psychology

Post-graduate qualification preferred

Job description

Overview

Job title : Learning and Development Partner

Job Location : KwaZulu-Natal, Durban

Deadline : September 29, 2025

Competencies

• Conceptual / Abstract / Big Picture Thinking
• Facilitation Skills
• Engaging Diversity
• Organisational Agility
• Motivating People
• Business Insight
• Modelling / Living the Values
• Practical Execution Management

Qualifications

• Relevant degree in HR, Business, or Psychology
• Post-graduate qualification preferred
• 3-5 years in HR and Learning & Development with regional or multi-site exposure

Key Responsibilities

• Partner with the Lead HRBP and BU / Regional Leadership: Collaborate with the HRBP and key operational leaders to understand strategic priorities, workforce challenges and future capability needs specific to the BU / region. Translate these insights into actionable L&D plans that support performance and growth.
• Conduct Learning Needs Analyses (LNA): Regularly engage with line managers, store leadership and function heads to identify performance gaps and upskilling opportunities. Use data from performance reviews, customer feedback and operational metrics to develop relevant, timely interventions. Focus on key business priorities (e.g. Store Manager mastery, Fresh Food Academy and Frontline capability building).
• Design and Deliver Bespoke Learning Solutions: Develop targeted learning experiences that address regional skill gaps, such as frontline service delivery, product knowledge, compliance training and leadership development. Delivery methods should vary from face-to-face to digital (e-learning) and on-the-job coaching to ensure flexibility and maximum impact.
• Embed and Localise Group-Wide Initiatives: Act as the regional anchor for group-level L&D initiatives, ensuring consistent implementation while adapting content to resonate with local culture, language and store dynamics. Coordinate launch plans, stakeholder briefings and change management communication.
• Monitor Learning Effectiveness and Engagement through reporting: Track participation, completion and learner feedback across interventions. Conduct on-the-ground observations, pulse checks and feedback loops with leaders to assess knowledge transfer and behaviour change then adjust as necessary. Conduct gap analyses on learning tools (Workday, online platforms) and report on actual vs. target participation and effectiveness. Complete and maintain monthly Regional Learning Dashboards and reports to support decision-making
• Ensure Skills Development Compliance: Work closely with the central L&D governance team to track training records, learner portfolios and progress aligned with the Workplace Skills Plan (WSP) and Annual Training Report (ATR). Drive SETA-aligned processes in the region, including managing external provider partnerships and learnership tracking.
• Continuously Improve Learning Practices: Provide input into the evolution of L&D content, methodologies and facilitator standards based on regional learnings. Contribute case studies, pilot results and best practices back to the L&D Centre of Excellence to inform broader organisational improvements. Collaborate with the Employee Experience team to implement functional learning projects and act as a change agent to improve outcomes.

Note: Closing date listed as 26 September 2025 in parts of the original copy; the primary deadline at the top is September 29, 2025.