Division: Central Services

Department: Human Capital - Support Functions

Grade: DL

Reports to: Talent Specialist

Closing date: 06 November 2026

Key Customers

Group Talent Executive, Group Organisational Effectiveness Executive, Heads of Human Capital, Employees, Line Managers, Prospective Employees / External Talent, Agencies.

Purpose of the Position

The primary responsibility of this role is to implement Group learning pathways and curricula to build capability across various roles and levels within the subsidiary and wider organisation. In addition to local design responsibilities, this position will oversee the effective delivery and facilitation of training interventions across multiple modalities, ensuring meaningful learning experiences that drive behaviour change and enhance performance.

Key Responsibilities

Conduct comprehensive learning needs analyses in consultation with stakeholders at all levels to identify skills gaps, performance challenges, and capability requirements across the organisation.
Collaborate closely with the Group Talent Executive team to scope and design organisational learning and development strategies.
Implement and embed learning pathways and training initiatives across the organisation.
Deliver impactful learning interventions through a blended approach, including in-person facilitation, virtual training, and digital content, supporting leadership development, core (soft) skills, and business performance.
Facilitate engaging, high-quality core (soft) skills training sessions tailored to diverse audiences, ensuring alignment with business objectives and driving measurable behaviour change.
Initiate and manage bespoke learning and business support projects aligned with organisational strategy to achieve measurable outcomes.
Propose and implement innovative tools, methodologies, and learning solutions that enhance individual and organisational performance.
Contribute actively to the strategic planning and continuous improvement of organisational learning solutions.
Apply extensive learning and development expertise to influence departmental direction, recommend innovative approaches, and ensure alignment with strategic business goals.
Track, analyse, and report on the effectiveness and impact of learning initiatives; utilise data and feedback to continuously refine learning solutions.
Leverage emerging technologies, including AI, to enhance the design, development, and delivery of learning programmes.
Champion a culture of continuous improvement, experimentation, and forward-thinking as a change agent within the team and organisation.
Uphold best practises in adult learning, learning design methodologies (e.g., 6Ds, ADDIE), and performance consulting; ensure learning content and facilitation meet high-quality standards and compliance requirements.
Produce high-quality Annual Capability Plans, Workplace Skills Planning (WSP for South Africa), and Annual Training Reports.
Oversee and consolidate the in-market learning and development budgeting process organisation-wide.
Develop and implement annual training plans aligned with learning and development budgets.
Embed digital eco-learning systems to increase adoption and utilisation of platforms such as LinkedIn Learning and the LMS.
Partner with the Organisational Effectiveness team to deploy learning solutions that support business transformation initiatives and strategic projects.
Manage Graduate, Apprentice, EIT, Internship, and Learnership (South Africa) programmes to support succession planning and develop a robust pipeline of key skills.
Collaborate with Talent Specialists and Organisational specialists to implement leadership programmes (EDP, MDP, SDP) aimed at engaging, retaining, and developing key talent in support of succession planning.

Qualifications

A degree in Social Sciences or a related discipline.

Experience

A minimum of 5 years’ relevant experience in learning and development or a closely related field.

Technical Competencies

Learning and Development Expertise: Comprehensive understanding of adult learning principles, learning design methodologies (e.g., 6Ds, ADDIE), and best practises in training delivery and facilitation.
Instructional Design Capability: Proven ability to design and develop engaging, outcomes-based learning experiences across multiple modalities (classroom, virtual, digital).
Facilitation Skills: Excellent facilitation and presentation skills, capable of engaging diverse learners across roles and levels both in-person and virtually.
Analytical and Impact-Driven: Skilled in evaluating learning effectiveness and utilising data to inform decisions that promote continuous improvement and business performance.
Innovation and Technology Savvy: Forward-thinking with a passion for exploring and implementing new technologies, including AI, to enhance learning design and delivery.

Tongaat Hulett

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