Talent, Learning & Organisational Development Manager

Tsogo Sun Digital.; Johannesburg; Vor Ort; ZAR 1.000.000 - 1.600.000; Vollzeit

Zusammenfassung

Tsogo Sun Digital. is seeking a strategic Talent, Learning & Organisational Development Manager to design and implement the organisation's capability and talent development roadmap.

The role blends Learning & Development, Talent Management, and Organisation Development to build leadership pipelines and enable growth. The successful candidate will partner with Human Capital, manage graduate and learnership programmes, and drive governance and reporting on learning effectiveness to support

Qualifikationen

• Bachelor's degree in HR, Industrial Psychology, Organisational Development, Business Administration or a related field.
• Postgraduate qualification advantageous.
• Skills Development Facilitator (SDF), ETDP, Coaching or Organisational Development certifications advantageous.
• 8 to 12 years' experience in Learning & Development, Talent Management, Organisational Development or related disciplines.
• Minimum 5 years' experience in a management or leadership role.
• Proven experience designing and implementing competency and capability frameworks.
• Experience developing leadership and management development programmes.
• Demonstrated success managing graduate, internship and learnership programmes.
• Experience with SETA engagement, Skills Development legislation, WSP and ATR processes.

Aufgaben

• Design, implement and maintain enterprise-wide competency and capability frameworks.
• Translate business strategy into workforce capability requirements.
• Identify critical skills gaps and develop targeted capability-building interventions.
• Drive organisational effectiveness and capability maturity initiatives.
• Develop career pathways and role-based development frameworks.
• Partner with Human Capital to support workforce planning and organisational capability initiatives.
• Contribute to role profiling, competency mapping and organisation design projects.
• Support identification of critical roles and succession risks across the business.
• Develop and implement the organisation's learning and development strategy.
• Conduct learning needs analyses across business units.
• Design and oversee leadership, management, technical and compliance learning programmes.
• Manage internal and external learning providers and learning budgets.
• Drive the adoption of digital learning platforms and blended learning solutions.
• Implement governance, reporting and measurement frameworks for learning effectiveness.
• Build a culture of continuous learning and professional development.
• Support talent review and succession planning processes.
• Design frameworks that enable career progression and internal mobility.
• Identify and develop high-potential employees and future leaders.
• Build leadership capability through structured development programmes.
• Partner with managers to strengthen talent development and retention initiatives.
• Develop talent pipeline strategies aligned to future business needs.
• Design and manage graduate, internship, bursary and learnership programmes.
• Establish partnerships with universities, training institutions and relevant industry bodies.
• Develop structured onboarding and development pathways for early-career talent.
• Coordinate mentorship, coaching and rotational development programmes.
• Monitor programme effectiveness, retention and conversion into permanent roles.
• Build sustainable talent pipelines for critical and scarce-skill positions.
• Manage SETA relationships and funding opportunities.
• Oversee Workplace Skills Plans (WSP) and Annual Training Reports (ATR).
• Ensure compliance with relevant Skills Development legislation.
• Optimise grant funding and skills development incentives.
• Support BBBEE Skills Development objectives and reporting requirements.
• Maintain learning governance, reporting and audit readiness.
• Partner with Human Capital and business leaders to identify future workforce capability needs.
• Analyse workforce trends, skills gaps and development priorities.
• Develop strategies to address capability risks and critical skills shortages.
• Track capability, succession and bench-strength metrics.
• Provide meaningful insights and reporting to leadership on workforce readiness.
• Partner effectively with business leaders to understand strategic capability requirements.
• Influence key stakeholders on talent and organisational development priorities.
• Work closely with Human Capital teams to align capability-building initiatives with broader people strategies.
• Support employee engagement, leadership effectiveness and culture-building initiatives.
• Present development insights, recommendations and progress reports to senior leadership.

Kenntnisse

Organisational Development

Learning & Development Strategy

Talent Management

Succession Planning

Leadership Development

Workforce Capability Planning

Skills Development Legislation

SETA Management

Competency Framework Design

Career Pathing

Learning Management Systems

HR Analytics and Reporting

Change Management

Project Management

Ausbildung

Bachelor's Degree in HR/Industrial Psychology/Organisational Development/Business Administration

Postgraduate qualification

Jobbeschreibung

Talent, Learning & Organisational Development Manager

Role Purpose

The Talent, Learning & Organisational Development Manager is responsible for designing and implementing the organisation's capability and talent development strategy to ensure the workforce has the skills, leadership capability, development pathways and talent pipelines required to achieve business objectives.

The role combines Learning & Development, Talent Management, Organisational Development, Skills Development and Workforce Capability Planning. Working closely with Human Capital and business leaders, the incumbent will build organisational capability, strengthen leadership pipelines, and support key people initiatives that drive performance, engagement and growth.

Key Responsibilities

Organisational Development & Capability

• Design, implement and maintain enterprise-wide competency and capability frameworks.
• Translate business strategy into workforce capability requirements.
• Identify critical skills gaps and develop targeted capability-building interventions.
• Drive organisational effectiveness and capability maturity initiatives.
• Develop career pathways and role-based development frameworks.
• Partner with Human Capital to support workforce planning and organisational capability initiatives.
• Contribute to role profiling, competency mapping and organisation design projects.
• Support identification of critical roles and succession risks across the business.

Learning & Development

• Develop and implement the organisation's learning and development strategy.
• Conduct learning needs analyses across business units.
• Design and oversee leadership, management, technical and compliance learning programmes.
• Manage internal and external learning providers and learning budgets.
• Drive the adoption of digital learning platforms and blended learning solutions.
• Implement governance, reporting and measurement frameworks for learning effectiveness.
• Build a culture of continuous learning and professional development.

Talent Management

• Support talent review and succession planning processes.
• Design frameworks that enable career progression and internal mobility.
• Identify and develop high-potential employees and future leaders.
• Build leadership capability through structured development programmes.
• Partner with managers to strengthen talent development and retention initiatives.
• Develop talent pipeline strategies aligned to future business needs.

Graduate, Internship & Learnership Programmes

• Design and manage graduate, internship, bursary and learnership programmes.
• Establish partnerships with universities, training institutions and relevant industry bodies.
• Develop structured onboarding and development pathways for early-career talent.
• Coordinate mentorship, coaching and rotational development programmes.
• Monitor programme effectiveness, retention and conversion into permanent roles.
• Build sustainable talent pipelines for critical and scarce-skill positions.

Skills Development & Compliance

• Manage SETA relationships and funding opportunities.
• Oversee Workplace Skills Plans (WSP) and Annual Training Reports (ATR).
• Ensure compliance with relevant Skills Development legislation.
• Optimise grant funding and skills development incentives.
• Support BBBEE Skills Development objectives and reporting requirements.
• Maintain learning governance, reporting and audit readiness.

Workforce Capability & Talent Planning

• Partner with Human Capital and business leaders to identify future workforce capability needs.
• Analyse workforce trends, skills gaps and development priorities.
• Develop strategies to address capability risks and critical skills shortages.
• Track capability, succession and bench-strength metrics.
• Provide meaningful insights and reporting to leadership on workforce readiness.

Stakeholder Management

• Partner effectively with business leaders to understand strategic capability requirements.
• Influence key stakeholders on talent and organisational development priorities.
• Work closely with Human Capital teams to align capability-building initiatives with broader people strategies.
• Support employee engagement, leadership effectiveness and culture-building initiatives.
• Present development insights, recommendations and progress reports to senior leadership.

Minimum Requirements

Qualifications

• Bachelor's Degree in Human Resources, Industrial Psychology, Organisational Development, Business Administration or a related field.
• Postgraduate qualification advantageous.
• Skills Development Facilitator (SDF), ETDP, Coaching or Organisational Development certifications advantageous.

Experience

• 8 to 12 years' experience in Learning & Development, Talent Management, Organisational Development or related disciplines.
• Minimum 5 years' experience in a management or leadership role.
• Proven experience designing and implementing competency and capability frameworks.
• Experience developing leadership and management development programmes.
• Demonstrated success managing graduate, internship and learnership programmes.
• Experience with SETA engagement, Skills Development legislation, WSP and ATR processes.
• Exposure to broader Human Capital practices, including talent management, succession planning, workforce planning and employee development.
• Strong experience working with senior leaders and influencing organisational priorities.

Key Competencies

Technical Competencies

• Organisational Development
• Learning & Development Strategy
• Talent Management
• Succession Planning
• Leadership Development
• Workforce Capability Planning
• Skills Development Legislation
• SETA Management
• Competency Framework Design
• Career Pathing
• Learning Management Systems
• HR Analytics and Reporting
• Change Management
• Project Management

Behavioural Competencies

• Strategic Thinking
• Business Acumen
• Influencing and Stakeholder Management
• Leadership
• Analytical Thinking
• Collaboration
• Innovation
• Results Orientation
• Communication and Facilitation Skills
• Relationship Building

Success Measures

• Improvement in organisational capability and workforce readiness.
• Strength of leadership and succession pipelines.
• Internal promotion and talent mobility rates.
• Graduate, internship and learnership programme outcomes.
• Employee development and engagement metrics.
• Skills Development and BBBEE targets achieved.
• Learning effectiveness and ROI measures.
• Reduction in critical skills gaps.
• Increased bench strength for key roles.

Ideal Candidate Profile

A strategic, commercially minded talent and organisational development professional who can translate business strategy into workforce capability. The successful candidate will have a strong blend of Learning & Development, Talent Management, Organisational Development and Skills Development expertise, with sufficient Human Capital exposure to influence workforce planning, succession and people development initiatives without being a traditional HR generalist.