Learning and Development Partner needed: APPLY HERE
Constantia Kloof, Gauteng
Wealth Sales & Distribution
Job Purpose
Design, develop and deliver learning experiences to enable the Insurance Business’ strategy and business outcomes in alignment with Group Learning standards and in the context of an evolving commercial capability landscape. Drive efficiencies, agility and commercial viability across design, development and delivery of learning experiences within the business area(s) to fulfil identified skills requirements.
Key Responsibilities/Accountabilities:
Drive Strategic Alignment
Closely collaborate with the Human Capital and business community to analyse current and future business area(s) specific learning needs and functional requirements based on sector, product and client segment, aligned to the business area(s) strategy and associated business outcomes.
Understand, and remain abreast of, the current and future skill requirements and commercial learning landscapes.
Formulate clear learning objectives to achieve the business outcomes in the context of the current learning landscape and the needs of the learner.
Link learning objectives to the Standard Bank competency library framework, and recommend appropriate learning experiences to address capability and performance gaps
Identify Group core and universal learning experiences to supplement the business specific learning initiatives.
Co-create the business area(s)’s annual learning programme/dashboard as well as the longer term (2-3 year) learning approach.
Identify where the same learning requirements sit across business areas. Engage with Group Learning and leverage off frameworks to drive design, development/curation and delivery efficiencies across multiple areas.
Continuously identify areas in the business area that can work more efficiently or where cost can be reduced.
Support HCBPs and business to deliver against learning requirements
Leading the implementation of the business area(s) learning vision and embed a culture of learning within the business area(s). Manage own delivery effectively and in line with expectations and agreed standards.
Learning Regulatory and Budget Monitoring
Work closely with the teams that liaise with the business area(s) to ensure that alternative funding can be obtained for learning experiences, such as InSeta funding.
Determine which professional accreditations are required for roles in the business area to ensure that learning solutions include elements that will support employees’ continued professional development.
Monitor business area(s) expenditure against relevant approved budgets.
Remind business of their requirement to meet regulatory targets for learning spend.
Review recommendations from the development team for the use of third party resources and propose options based on budgetary and delivery considerations.
Learning Design and Development/Curation
Ensure that the design of learning experience incorporates the optimal use leading learning practices and experience driven learning design
Manage the design and development/curation of the learning experiences across multiple projects
Ensure that the design of learning experiences incorporates the use of digital libraries, learning journeys, micro learning etc. to promote integrated experiences
Encourage the use of digital libraries as a tool to address critical learning issues applicable to the organisation’s context.
Drive the use of learning technologies across the digital learning architecture for the enhancement and innovation of learning and skills in a manner that ensures the user’s interaction is as simple and efficient as possible.
Facilitate any additional customisation required for the business area, product line, regional deployment and country deployment – including local language and regulatory requirements. Monitor that the customisation is included during the development cycle
Collaborate with the learning community on the development and curation of customised learning experience solutions for employees that enable business areas workforce capability priorities
Maintain strict adherence and alignment to Group Learning minimum standards for learning curation and development.
Learning Delivery
Develop a strategy for marketing learning experiences throughout the business, in collaboration with the Learning Adoption team, ensuring that the offerings are clearly communicated on a regular basis through various means.
Partner with line management and learning communities across the business area(s) to instil the learning culture prescribed.
Manage the execution of learning experience testing and pilot runs in partnership with the design team.
Collaborate with cross-functional teams, stakeholders and leaders to test and implement key priorities for the learning organisation.
Manage the execution of experiences testing and pilot runs.
Manage the execution of learning experience initiatives across sector, product and client segment to enable a consistently positive and effective experience for all users
Drive the change management process within the supported business area for the launch of new learning solutions
Motivate the adoption of digital learning tools available, understand learner characteristics and methods of impacting learner segments and experiences, to integrate Learning with the way of work.
Learning Intervention Evaluation
Arrange competency based assessments to determine the level of proficiency of employees against the identified competencies. Review the assessment results and develop the business area learning plan to address all gaps identified.
Regularly review the continued relevance of all experiences used in the business area. Identify redundant solutions or content and communicate required changes to the relevant teams. Ensure that redundant offerings are retired from the learning systems.
Provide regular feedback to learning solutions development teams on the end user experience elements as well as the effectiveness of the solutions. Collaborate with key development stakeholders to continuously improve the effectiveness of the solutions.
Provide learning analytics reporting to the business area in support of interpreting and influencing learning budgets, Learning and Development metrics and diversity scorecards
Learning Governance
Review all third party learning spend for design, development or delivery of training regularly. Determine if vendor performance is in line with contractual commitments and review samples of participant feedback. Work with the learning operations team to institute any penalty clauses for below par delivery.
Ensure that standards in terms of learning content and use of assessors and moderators are adhered to.
Collaborate with other learning colleagues, under the guidance of learning operations, in developing a preferred suppliers list for learning and development. Participate in the development of technical specifications of tender documents and in selection panels for vendors that will service the supported business area.
Ensure that all parts of the supported business line understand the learning and development policy, process and governance standards. This includes human capital partners, line managers, cost centre owners and employees.
Monitor the adherence to group standards and create corrective actions for any deviations.
Monitor adherence to business area(s) service level agreements and address shortcomings as applicable.
Manage relationships with key stakeholders
Ensure that all relevant stakeholders across the learning value chain in country are aware of the required governance standards.
Inform stakeholders on learning developments and the implications thereof. Embed this knowledge through knowledge-sharing engagements with relevant stakeholders.
Provide guidance and expertise to country stakeholders, with respect to the strategic, core, and enabling learning organisation capabilities.
Lead engagement with identified stakeholders and vendors to craft appropriate learning experiences.
Receive, investigate and monitor escalated queries and action accordingly. Allocate appropriate resources when trends are identified in order to maintain sound stakeholder relationships
Engage with learning community in country to ensure that learning interventions from country aligned to the learning strategy.
People Management
Responsible for inspiring, motivating, leading and managing the L & D team.
Responsible for the recruitment, development and retention of relevant skilled personnel in order to meet the business needs.
Builds organisational capabilities through evaluating likely future requirements and ensuring that individuals are provided with the best possible development opportunities in line with these.
Creates an enabling environment in which learning and development are emphasised and valued.
Takes personal responsibility for coaching and mentoring others.
Effectively delegates authority and responsibility where appropriate in line with business objectives, to ensure the empowerment, motivation and effectiveness of all direct and indirect reports.
Promotes a culture where the values of the Bank are seen to be ‘alive’.
Monitors and manages the performance and development of staff within the area. This includes regular one-on-one feedback sessions, conducting mid-year and final performance appraisals, as well as the moderation and relative distribution of all appraisals for the team.
SBIS Talent Pool and Learnership programme
Ensures that Insurance has a talent pipeline which can fill critical call centre vacancies in order to shorten the recruitment and training process, which results in the business being correctly staffed to meet Insurance objectives.
Recruits, selects, trains and places a pool of learners as required by the business.
Manages the training team that will enable the development and implementation of this talent pool and learnership programme.
Improves the learning impact of the talent pipeline by supporting the training team to implement a process whereby training continues in a simulated or live environment on the job and by assessing the transfer of skills on the job.
Sets the sales and service targets and goals and measures the achievement of the targets and goals.
Suggests and then handovers talent staff that are ready for permanent placement within the organisation.
Align and integrate with the Group Learnership function.
Business accountability: Impact on end result* Shared – Jointly accountable with peers in our outside immediate department
Description or examples: As learning partner, the job holder is jointly accountable with the rest of human capital as well as the business decision makers for the achievement of regulatory learning targets (such as Department of Trade and Industry targets in South Africa).
Typical direct reports for this job* Job Title: Learning Administrator Click here to enter text.
Number: 1-3
Indirect reports Job Family: Click here to enter text.
Number: No Indirect Reports
Financial accountability* Type of Budget: Operational Budget
Size of Budget (ZAR equivalent): R30 – R50 million business learning budget
Type of accountability: Contributes to budget management
Type of Budget: Operational Budget
Size of Budget (ZAR equivalent): R10 – R20 million solution development budget
Type of accountability: Monitoring only
Internal relationships* Business area: Business area where the job is deployed
Job: Human capital teams, line decision makers and identified talent
Nature of relationship: Contribute to their service delivery
Sphere of influence: Impact the whole business unit
Description or examples: The learning partner acts as advisor to the business on the design and deployment of solutions improve the ability of their teams to do their jobs effectively.
Business area: Learning operations team
Job: Administrators and managers
Nature of relationship: Provide and receive a service
Sphere of influence: Limited to their department only
Description or examples: Collaborate on good learning governance practices
External relationships* Role type of external contact: Account executives at learning providers and InSeta
Nature of relationship: Manage the relationship
Description or examples: Regular engagement to monitor the level of service provided by the third parties.
Accountability for problem solving* Degree of guidance received to solve problems:
Clearly Defined – Policies, principles, readily available direction
Description or examples: Learning partners are expected to advise on and develop learning solutions within the overall learning governance framework. Approvals are required for the development of new solutions and the use of vendors.
Degree of original thought required to solve problems:
Variable – Differing situations within boundaries of experience
Description or examples: Learning partners have to understand the business imperatives well enough to provide good advice on how to improve the competency levels of the employees in the area.
Accountability for planning of activities* Performance or supervision of varied activities
Description or examples: The job holder provides learning services to a defined portfolio of business areas, within a single business line.
Discretion allowed for decision making* Regulated – Closely defined procedures, manager review of progress and results
Description or examples: The learning partners at this level are required to develop learning solutions that contribute to the improvement of the competency levels of employees and they contribute to identifying the future state competencies and most appropriate learning interventions.
Work environment* Working Conditions 1: Domestic/local travel may be required
Working Conditions 2: Rest of Africa travel may be required
Physical Requirements 1: No specific physical requirements
Preferred Qualification and Experience
5-7 years experience
Consulting level in a skills development capacity
People management experience
• Experience in designing and content development of training, aligned to technical competencies • Experience in implementation of role based training curricula • Practical experience in training delivery and training administration
Project management experience
• Understanding of short-term personal and commercial insurance as well as long-term insurance • Thorough understanding of Long Term, Short Term and Commercial Insurance • Thorough understanding of INSETA Reporting and Workplace Skills Plan Reporting • Through knowledge of CPD, Class of Business, RE and KI Training
Knowledge/Technical Skills/Expertise
Relevant to job. Apply Now
Source: jobs365
