Lead: Learning and Talent Development

Reports to: HR Executive

The Lead of Learning and Development (L&D) will be responsible for the development and implementation of the enterprise-wide L&D strategy, ensuring alignment with organisational goals, workforce growth, and future business needs. This strategic leadership role focuses on fostering a culture of continuous learning, strengthening leadership capabilities, and supporting talent development at all levels. You will drive performance excellence, govern learning policies, and ensure that employees are equipped with the necessary skills and competencies to meet current and future demands.

• A postgraduate qualification (NQF Level 8) is advantageous.
• 10+ years of experience in Learning and Development, including leadership development and strategic learning initiatives.
• Proven experience in managing and developing a diverse L&D team and executing large-scale learning strategies.
• Demonstrated track record in designing and delivering learning programmes that drive organisational impact.

1. Strategic L&D Leadership
   • Lead the creation and execution of the L&D strategy aligned with business objectives.
   • Develop and implement a learning structure to enable leadership development, skills and talent enhancement.
   • Oversee policies, systems, and standards to ensure all L&D initiatives are relevant and impactful.
   • Provide regular strategic reporting on learning effectiveness and capability growth.
2. Team Leadership and Capability Development
   • Lead and manage the L&D team, including 4 specialist managers
   • Support a culture that prioritizes continuous development and high achievement within this role
   • Align team delivery with organisational priorities, ensuring effective development and succession planning.
3. Learning Content Design and Delivery
   • Oversee the design, development, and delivery of high-quality, up-to-date learning content across the organisation.
   • Ensure that all learning programmes are aligned with business needs and performance goals.
   • Maximize the use of digital platforms and Learning Management Systems to enhance accessibility and effectiveness.
4. Leadership Development and Talent Mobility
   • Govern leadership development programmes to build the leadership pipeline and ensure seamless succession planning.
   • Drive career development opportunities and create pathways for employees at all levels.
   • Partner with the HR partners internally across departments and business leaders to ensure business needs are satisfied in terms of learning and development.
5. Compliance, Reporting, and Strategic Partnerships
   • Ensure full compliance with SETA reporting requirements, including WSP, ATR, and Pivotal submissions.
   • Engage senior leadership in aligning L&D strategies with organisational objectives and provide insights into learning effectiveness.
   • Develop and manage strategic learning partnerships to enhance learning outcomes and capability growth.

• Expertise in learning and development methodologies and instructional design.
• Strong leadership development models and succession planning skills.
• Proficiency in Learning Management Systems (LMS) and digital learning platforms.
• Data-driven insights and the ability to measure learning effectiveness.
• Above-average strategic thinking, Senior leadership stakeholder interaction-and communication skills.