To develop and implement a Learning and Development strategy and operational plans aligned to the Bidvest Bank and Human Capital strategies that endorses and enables the evolving, and future, skills and competency requirements of the Bank. Partner with business and Human Capital to prioritise and drive the execution of learning interventions to be delivered in a commercially viable agile manner. Lead and guide the Learning and Development team in identifying developmental needs to enhance skills and performance ensuring that business objectives and future capacity is facilitated in Bidvest Bank.
Minimum Requirements
Qualification
- Degree in Human Resources Management or equivalent
- Post Graduate Degree in Human Resources Management and related Learning and Development certification (ideal)
- 5 years' experience in managing a L&D function and experience working within a learning design, development and delivery environment with modern instructional design approaches
- 8 years' experience managing a L&D function and experience working within a learning design, development and delivery environment with modern instructional design approaches (ideal)
- Knowledge of EE and SDL Act, Scorecard and BBBEE legislation as well as SETA requirements and statutory reporting deadlines
- Compliance with Internal L&D Policies, Procedures and best practice
- L&D Implementation: The ability to translate learning strategies into practical implementation actions and the monitoring of progress against these plans
- L&D strategy: Ability to analyse current and future competence gaps and develop and provide a full range of learning options to help employees with the skills to meet organisational goals
FINANCIAL MANAGEMENT
Learning and Development Budget
- Prepare the learning and development (L&D) budget to deliver on the learning strategy, in collaboration with the Head of Human Capital and manage and monitor the L&D budget in line with company standards and practices and identify cost-saving opportunities
- Monitor and evaluate the effectiveness, success and ROI of all learning and development interventions and report the outcome to ensure all development initiatives meet business objectives, achieve targets, and remain within budget parameters
- Assess the overall spend on learning solutions against improvements in the competence of employees as well as targeted metrics; providing reported feedback for Human Capital Business Partners to use and share
Strategy
- Partner with and co-create the learning and development strategy as aligned to the Bank, Human Capital and business unit strategies to fulfil the current and future skills and competency requirements of the Bank
- Define learning solutions that endorses the development of evolving and future skills, meeting the future requirements of the Bank
- Establish and drive a collaborative and integrated learning capability that supports the Bank wide Learning vision, focusing on a culture of delivery and fit for purpose learning experiences, enabling integrated and aligned Human Capital service offering to the business
Customer Service
- Build partnerships with business along with Human Capital Business Partners, and work collaboratively to develop L&D plans and deliver fit-for-purpose learning solutions and manage expectations accordingly
- Provide best practice and expertise in the design, development and measurement of L&D solutions across the Bank
- Take end to end accountability for the design, development and execution of all learning solutions across all functions in partnership with Human Capital Business partners
- Engage business stakeholders to understand and guide the desired L&D solutions to achieve improved performance aligned to create awareness of L&D standards and brand; and to ensure sponsorship arrangements are in place and the effectiveness of L&D initiatives are measured in line with L&D standards
- Network and liaise with business stakeholders to develop and foster excellent relationships between Learning and Development, and partner with Human Capital business partners to effectively deliver on the Learning and Development strategy
- Collaborate with business stakeholders on integrated learning solutions which build capability and deliver the required skills and competencies whilst addressing the requirements of future vision of the Bank
Learning and Development needs analysis
- Identify and assess future and current L&D needs through job analysis, career paths, annual performance appraisals and consultation with HCBP's and line managers.
- Provide personal development plan template and tools and guide business stakeholders in the identification of L&D needs.
- Manage the L&D function by balancing conflicting demands, addressing barriers to learning at a strategic level and ensuring the creation of high-end quality L&D solutions, aiming to achieve a digital innovation learning approach.
- Work with business stakeholders to create a performance baseline prior to the launch of any new L&D solution, enabling the tracking of the L&D solution success and the effective mapping of priority future skills/capabilities.
Managing risks
- Identify training and developmental needs in Bidvest Bank to comply with all relevant legislation and regulatory requirements specific to the Bank.
- Manage learning risks across the learning landscape, and when required, respond to key business demands aligned to the Human Capital risk framework.
- Implement controls which minimise potential risk to stakeholders and ensure that all relevant stakeholders across the learning value chain are aware of the required governance standards.
People Management
- Partner with business stakeholders and Human Capital Business partners to drive the prescribed learning culture across the Bank.
- Foster effective teamwork, collaboration between employees, subordinates, internal and external stakeholders, while ensuring individuals perform optimally to achieve team objectives.
- Guide, coach and mentor direct reports and other informal reports to foster excellence. Set objectives for the team and manage their performance in accordance with the performance management framework.
Personal and Intellectual Capital Development
- Take ownership for driving own career development by preparing own Personal Development Plan and achieving the objectives/milestones set out in the development plan.
- Actively work towards developing knowledge related to L&D trends and developments and work towards building own Intellectual Property.
