Learning & Change Manager

Specd Pty Ltd; Johannesburg; On-site; ZAR 200 000 - 300 000; Full time

Job summary

A leading firm in the gaming and hospitality sector is looking for a Learning & Change Manager in Johannesburg. The role involves consulting with business units to assess needs, providing quality assurance in learning programs, and overseeing the design and delivery of training initiatives. Candidates should have a degree in Learning and at least 7 years of relevant experience. Compensation will vary based on qualifications and experience.

Qualifications

• Minimum 7 years' experience as a Learning & Development facilitator.
• Experience in learning design and change management.
• Willingness to travel to all units regularly.

Responsibilities

• Conduct learning needs analysis processes.
• Provide relevant learning documentation to stakeholders.
• Collaborate with business units to advise on learning solutions.
• Act as a change agent to communicate on change frameworks.
• Monitor and measure the effectiveness of learning content.

Skills

Interviewing Skills

Learning needs analysis

Change Management

Facilitation skills

Project Management

Proficiency in MS Office

Communication skills

Education

3-Year Degree in Learning and/or ODETDP

Tools

Peoplesoft

Job description

We are urgently looking to fill a position of a LEARNING & CHANGE MANAGER for one of our premier clients in the gaming, hospitality, and entertainment industries.

Job Description

Job Title: Learning & Change Manager
Employment Type: Permanent, On‑site
Work Location: Johannesburg, Sandton

Job Purpose

The Learning & Change Manager will be responsible to consult with the business units in the assessment and evaluation of business needs and gaps, and to collaborate with the learning and development service providers in determining the learning design, providing quality assurance and measurement of learning programs and interventions, and mandatory reporting that takes place across the business to close performance gaps and achieve business objectives, in line with legislation, BBBEE targets and Company standards.

Key Stakeholders

• Internal: Director: HR; Central Hospitality Teams; Central Gaming Teams; Central Business Support Team; Unit GMs; Unit Functional Managers & Teams; Unit HR Teams; Central Compliance team.
• External: International Hotel School; Service Providers; Business partners; CATHSSETA or other SETA's.

Job Scope & Responsibilities

Partner with business unit HR and Learning Practitioners to facilitate learning needs analysis processes and results, relative to strategic and performance objectives.
Provide relevant learning documentation, tools, and templates to various stakeholders for recording purposes.
Troubleshoot escalated queries and manage challenges within learning interventions and programmes.
Conduct a performance consulting methodology to investigate issues, diagnose root causes, and identify training, system or process needs.
Make recommendations on learning initiatives to improve performance and foster a learning organisation culture; conduct interviews and observations to ensure transfer of learning.
Collaborate with the business unit to advise on learning solutions and interventions to address challenges and close identified gaps.
Track implementation of learnerships, leadership development and bursary interventions, assess ROI and integrate into business units.
Act as a change agent and communicate on change frameworks, plans and tools for large and group-wide projects, advising on skills and knowledge development.
Collaborate with the learning provider to create and monitor detailed work plans and schedules of activities needed to successfully complete the learning content development and design, allocating resources in line with leading practice and trends.
Quality assure learning content and provide input into the customisation of content in line with company requirements.
Coordinate and manage the design team, provide guidance on a functional level to ensure delivery to objectives, monitor and control solution delivery and provider performance against plan throughout the design life cycle.
Prepare progress reports against the implementation plan.
Monitor and obtain approval on budgeted design expenditures, escalating any variances or challenges.
Conduct ad hoc audits on learning data to ensure compliance and accuracy and integrity of data within allocated business units, highlighting any areas of concern.
Monitor and ensure the preparation of mandatory skills development plans and reports for specific units.
Monitor the preparation of audit files and supporting documentation (identifying trends; statistics; project status updates) for BBBEE skills development audits.
Monitor and measure the effectiveness of learning content to ensure stakeholder requirements are met and expected transfer of knowledge, skills and ROI is achieved.
In cases of underperformance and non-delivery, provide recommendations for relevant stakeholders with remedial action and document.
Monitor, track and report on skills spend and documentation for BBBEE reporting for allocated business units.
Acts as coach and trusted business advisor to influence HR and Learning operations teams, and Functional Managers in the areas of Learning and Development Policy, skills development legislation, BBBEE skills development regulations and the implications of decisions from a Learning perspective.
Manage relationship with learning providers through regular engagements to ensure learning content design, and performance objectives are achieved.
Assist business units in the facilitation of learning programmes when required.

Qualification and Experience

Qualification: 3‑Year Degree in Learning and/or ODETDP.
Experience: Minimum 7 years’ experience as a Learning & Development facilitator including experience in learning design and change management.
Work conditions and special requirements: Travel to all units required on a regular basis; may be required to work outside of normal working hours, including weekends and public holidays.

Competencies

• Technical proficiency: Interviewing Skills.
• Skills Development legislation, BBBEE regulations on SD.
• Learning needs analysis.
• Learning & Development methodologies in development, design.
• Facilitation skills.
• Change Management.
• Business Acumen.
• Project Management.
• Proficiency in MS Office; Peoplesoft.
• Financial Acumen and numerical skills.
• Communication skills (verbal and written).
• Personal credibility & integrity.
• Skills Development reporting writing.
• Know‑how: Requires specialised theoretical knowledge and processes relating to learning design practices, processes, and regulations.
• Short‑term planning (within 12 months) involves conducting the planning of design content to meet and optimise new business targets and objectives.
• Organise, plan, and prioritise tasks for self to ensure that work gets done efficiently and cost effectively.
• Interact with stakeholders and team— influencing, motivating, and encouraging specific behaviour.
• Problem‑solving: Apply business acumen and sound common sense to the overall management of learning needs analyses, creative content design and reporting.
• Monitor changes in the learning environment and is quick to act upon potential opportunities, risks and challenges.
• Consider all facts, options and possible objectives prior to making decisions.
• Maximise or leverage the strengths of the team in a competitive environment.
• Deal with diverse problems in own area, using judgment and discretion to resolve them.
• Accountability: Provide information and make recommendations regarding products, channels and services that will meet operational requirements.
• Solve a wide range of queries dealing with these sensitively and within operational/procedural limitations.
• Solutions should be cost efficient and effective in delivering business results.
• Optimise and streamline existing systems and processes to support the business strategy in terms of cost efficiency, managing risks and improving the service offering.
• There are guidelines/policies and procedures in place to be followed, but the incumbent needs constantly consider ways of improving productivity and profitability.

Package & Remuneration

Compensation will be determined based on qualifications, applicable experience, and previous earnings.

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