Senior Lead Learning and Development

Nedbank Private Wealth; Johannesburg; On-site; ZAR 600 000 - 800 000; Full time

Job summary

A financial services company seeks a Learning and Development Manager to create and manage the implementation of their Learning and Development strategy. The role involves designing learning strategies, managing vendor relations, and ensuring compliance with industry standards. Ideal candidates will have 5-8 years of industry experience, advanced qualifications, and strong skills in coaching and stakeholder management. This is a key role to enhance organizational effectiveness and support employee growth.

Qualifications

• 5-8 years of experience in the Learning and Development industry.
• Experience in managing teams and influencing stakeholders.
• Knowledge of learning and development methodologies.

Responsibilities

• Create and implement the Learning and Development strategy.
• Design the Cluster Learning strategy based on business needs.
• Manage vendor relations and ensure service level agreements are met.

Skills

Coaching and mentoring

Stakeholder management

Managing a team of managers

Communication

Decision making

Talent management

Education

Advanced Diplomas/National 1st Degrees

Honours Degree in HR Development or related fields

Job description

Job Purpose

To create and manage the implementation of the Learning and Development strategy within the Cluster to achieve the business strategy. The role reports into the Head: Organisation Effectiveness and Talent in CIB HR.

Job Responsibilities

Design and implement Cluster Learning strategy by interpreting the Business Cluster People Group HR and Group Learning strategies.
Formalise the CIB Youth Development strategy and manage execution thereof together with the Cluster Talent Manager.
Deliver on agreed strategic and operational learning projects and manage their implementation across CIB in line with service level agreements.
Engage with clients to determine and understand the learning needs that will address business objectives and design relevant solutions.
Address business needs by translating business requirements into Learning and Development requirements and by developing implementation plans.
Build relationships with key stakeholders including BU HR line management and relevant Group HR resources and external parties.
Ensure the development solution addresses requirements and delivery within agreed timelines by contracting and negotiating with vendor(s), addressing any deviations.
Ensure the integration of Learning with other processes in the HR value chain to enhance the CIB Employee Value Proposition.
Identify areas of resource inefficiencies and promote optimisation through multi‑skilling and digitisation of processes.
Manage vendor onboarding process and general maintenance of service level agreements and contracts in line with procurement policies.
Provide agreed information resources professional advice and strategic contribution by analysing requirements and delivering Learning and Development solutions in the most cost‑effective manner within agreed timeline and meeting financial and business objectives.
Ensure the achievement of the FSC skills development target by optimising spend and development of learning solutions in line with SAQA requirements.
Ensure payment analysing and approving all vendor invoices.
Identify areas of resource inefficiencies and promote optimisation through multi‑skilling and addressing capacity gaps.
Manage risks and ensure alignment with regulatory requirements.
Contribute to a culture of transformation by participating in Nedbank culture building initiatives, business strategy and CSI.
Stay abreast of developments in field of expertise ensuring personal and professional growth.
Understand and embrace the Nedbank vision and values, leading by example.

Essential Qualifications – NQF Level

• Advanced Diplomas/National 1st Degrees

Preferred Qualification

Honours Degree (HR Development HR Education Industrial Psychology Business Management)

Preferred Certifications

Relevant Learning and OD industry certification

Type of Exposure

Managing a team of managers
Coaching and mentoring others
Building a community of leaders
Developing a divisional strategy plan
Influencing stakeholders to obtain buy‑in for concepts and ideas
Managing business risks
Developing succession plans
Conducting benchmarking exercises to identify improvement opportunities
Executing major organisational change
Networking and building relationships
Managing a department or area
Making financial decisions

Minimum Experience Level

5–8 years experience Learning and Development Industry experience

Technical / Professional Knowledge

• Budgeting
• Business administration and management
• Business principles
• Capacity planning
• Change management
• Client service management
• Communication Strategies
• Diversity management
• Employee training/development
• Financial Accounting Principles
• Learning and development methodologies
• Methods for measuring training effectiveness
• Organisational behaviour theory
• Principles of project management
• Relevant regulatory knowledge
• Stakeholder management
• Strategic planning
• Talent management
• Management information and reporting principles tools and mechanisms

Behavioural Competencies

• Aligning Performance for Success
• Building Partnerships
• Communication
• Customer Focus
• Decision Making
• Influencing

Employment Equity Statement

Preference will be given to individuals from underrepresented groups.