Provincial L&D Consultant
Standard Bank
Bloemfontein, ZA
6d ago
source : Jobnos

Bloemfontein, Free StateHuman Capital : attracting and retaining key talent, providing learning and development initiatives, governance of performance management and reward schemes, centres of excellence to drive and embed Standard Bank values and culture.

Job PurposeTo develop and implement a learning and development plan for the Province aligned to the Business strategy and objectives that contribute to business performance improvement of the Province and drive the return on training programme investmentsKey Responsibilities / AccountabilitiesDrive business alignment through strategy, implementation, communication and leadershipDevelop an in-

depth understanding of the business unit strategies, processes / procedures / systems and business drivers to ensure learning advice and solutioning is aligned to provincial objectives.

Co-create and implement a provincial learning strategy for the support business areas based on capability building requirements, in partnership with Provincial Human Capital Business Partners (HCBPs) and Provincial Leadership.

Lead the implementation of the Learning and Development vision within the province.Ensure that all Provincial stakeholders understand the learning and development policy, process and governance standards.

Engage with business to ensure adherence to regulatory requirements for the learning scorecards.Collaborate with cross-functional teams, stakeholders and leaders to establish skills development plans, systems, processes and requirements.

Engage the Group Learnership team to solicit Learnership support as per business requirements.Develop and implement the provincial learning and development planFormulate a view of learning needs, through needs analysis and consultation with the Provincial stakeholders, based on business capability build requirements.

Link learning needs to competencies in the Standard Bank competency framework and recommend appropriate learning solution to address capability and performance gaps.

Advise on appropriate learning solutions to the Province for all learning and development requirements. Where required, design appropriate learning solutions by consulting with business stakeholders and manage the development of the solutions across multiple learning projects.

Inform the L&D design on the customisation requirements of the learning experience solutions.Collaborate with learning solution designers and developers, as well as business subject matter experts and external providers to design and develop learning solutions with a focus on experiential and social learning, supplemented with online and classroom learning where appropriate.

Ensure that the design of the integrated learning experience incorporates the optimal use of all the learning methodology, operating principles, assessment instruments, methods, etc.

available.Manage the execution of solution testing and pilot runs in partnership with the L&D design team and the business.

Collaborate with cross-functional teams, stakeholders and leaders to test and implement key priorities for the learning organisation.

Drive the change management process within the supported business area for the launch of new learning solutions.Develop a provincial learning and development plan that encompasses each of the strategies and plans for the various business units (including sub-

segments), aligned to the Provincial people plan.Support Provincial HCBPs and the business to deliver against key learning priorities.

Create awareness of the learning experiences available to the Province through communication, collaboration and marketing and perform surveys with a sample of the targeted audience to check if they have received and understood the messages.

Organise and direct meetings on a regular basis whereby the learning and development plan is reviewed.Keep informed of the developments in the fields of learning and development within the financial services and use this information to help the organisation operate with agility and innovate on a consistent basis.

Contribute to the selection of preferred suppliers for learning and development.Measures : Strategy and operational plan aligned to the learning needs of the ProvinceImpactful learning and development planEffective consulting to business to offer end-

to-end solution stakeholder feedbackEffective execution of plan in support of Provincial performance improvement of ProvinceEvaluation of trainingLearner reaction sheets evaluated and actioned onSample surveys of identified courses evaluatedReports drafted correctly and timeouslyAbility to meet business demandAbility to offer learning interventions for which impact can be measuredFinancial managementImplement monitoring processes that demonstrate return on investment of learning and development programmes.

Monitor provincial learning and development budgets to ensure that they are consistent with the financial guidelines provided by the province as well as overall L&D guidelines.

Monitor learning and development activities and costs of the province related to the utilisation of resources required to meet training requirements (e.

  • g., external training vendors).Prepare a consolidated annual budget for learning and development across the various business units within the province;
  • analysing overall variances; and directing corrective actions within the team.Measures : Return on learning and development investment measure (spend versus outcome of learning and development plans)Spend variances to budget monitored and within agreed parametersAccurate budgeting and efficient use of available fundsBudget reports and reporting on variances accurately and within timelinesStakeholder engagementEstablish and maintain relationships with key business managers and participate in relevant meetings and discussions.

    Liaise between the BU and the various functions within L&D in order to maintain open channels of communication and facilitate collaboration in order to meet expectations.

    Initiate and maintain consulting relationship with key persons in the BU.Integrate L&D initiatives into broader provincial Human Capital (HC) strategies and employee life cycle.

    Measure : Regular minuted meetings with stakeholdersL&D plan and operational plan signed off by key stakeholdersInternal satisfaction survey by customers showing in line with satisfaction targets for provinceAnalyse and measure all aspects of the effectiveness of learning experience solutionsEnsure that learning and development reports contain all relevant information from the various business units within the province which is in line with the reporting requirements for the overall L&D function as a whole.

    Ensure that learning and development evaluation systems are in place that relate to goals and objectives of the province and report progress to the line manager and provincial pexco.

    Assess and interpret the impact of learning experiences (Data) on business objectives through business delivery and feedback.

    Ensure that the correct data is used to analyse and report on the effectiveness of learning and development initiatives within the province.

    Analyse and use competency based assessments to determine the level of proficiency of employees against the identified competencies.

    Review the assessment results and develop the skills development plan to address all gaps identified.Provide learning analytics reporting to the Province in support of interpreting and influencing learning budgets, Learning and Development metrics and DTI scorecardsMonitor the rollout of interventions by checking the participation in online collaboration sessions, the growth in contributions to collaboration / knowledge portals, the logging of experiential learning by participants and reviewing attendance and assessment results of formal learning events.

    Review the continued relevance of all learning and development initiatives being used in the business area. Identify redundant solutions or content.

    Highlight changes needed to the learning operations teams and follow up to ensure that old items 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.

    Closely collaborate to continuously improve the effectiveness of the solutions.Perform quality assurance at each step of the solution development process and action or request action to rectify any required changes immediately.

    Evaluate third party vendor performance on learning solution design, development and delivery. Provide input in formal vendor performance reviews on request.

    Ensure adherence to the standards in terms of learning content and use of assessors and moderators.Measures : Quality of reporting (e.

    g., delivered on time, accurate data, etc.)People managementDevelop a high performing team by embedding the bank's performance process, regular performance feedback and coaching.

    Address poor performance.Manage a team to ensure effective delivery of the areas objectives.Motivate team members and ensure that they receive recognition for work well doneMaintain a succession plan for the team by reviewing the skills of the team and have career conversations with them.

    Determine development needs of the team and ensure that development opportunities (training, rotation, on-the-job learning) are budgeted for and executed.

    Interview and recruit new members of the team, including determining the appropriate salary with input from the Human Capital Business Partner.

    When required, initiate disciplinary processes for team members. Resolve grievances raised by team members, escalating only if required.

    Measures : Effective people management (e.g. performance appraisal discussions conducted; EPM contracts in place; job descriptions in place and kept up to date)Certification of new facilitators within 6 months of appointmentDevelopment plans in place for all facilitatorsLearning Centre Operations ManagementEnsure accurate processing of invoices within agreed timelines.

    Review resource requirements and conduct capacity planning i.e. facilitators’ productivity, venue occupancy, general operational requirements etc.

    Ensure that the Learning Centre is operational and able to meet the identified training needs.Create workforce plans for the area to ensure that current and future business requirements can be met.

    Use workforce plans to obtain headcount approvals on an annual basis and as input into the financial budgeting cycles.Create quarterly leave plans to ensure adequate coverage.

    Approve leave requests ad leave sale requests.Monitor overtime on a monthly basis. Analyse reasons for overtime and create actions to address the issues.

    Measure : Operational efficiency of the learning centreProductivity measurement for facilitatorsCorrect invoice processing.

    Ability to supply to training demandPreferred Qualification and ExperienceQualifications : First Degree in People or Human DevelopmentOther qualifications, certifications or professional memberships : Learning and Development related certificates which are aligned to National Unit StandardsExperience : 5-

    7 Years eacross the learning and development value chain (consulting, design, development and delivery). This person must understand the science of learning and development and how it contributes to the improvement of individual and business performance.

    The person should understand how people learn and what would be required to improve the success of a learning initiative,3-

    4 Years experience in stakeholder engagement and management, specifically in the learning and development context3-4 Years experience in a leadership role managing teams1-

    2 Years Experience in the design of learning interventions.1-2 Years The person must understand Banking, the processes and products and what the strategic direction of the company, business unit and Province is.

    The person must also understand current performance and climate in the Province to be able to prioritise training initiatives to get biggest impactKnowledge / Technical Skills / ExpertiseTraining ProvisionThe ability to plan, implement, manage, record and report on soft skill and technical learning interventions.

    Learning and Development StrategyAbility 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.

    Learning EvaluationKnowledge and practical application of the process of conducting assessments of knowledge and skills acquired from a learning intervention against assessment frameworks.

    The ability to evaluate facilitators and outsourced providers to ensure that learning remains relevant and accurate and that learning objectives have been achieved.

    Can understand and articulate ROI of learning interventions and tangible impact on the business resultsCoaching and MentoringThe knowledge and skills required to direct, instruct, and train an employee / s with the aim to fulfil a goal, in order to develop specific skill / s in an enthusiastic, motivating manner.

    Human Capital OperationsUnderstanding of the operational and processing impacts of activites in the Human Capital function including system, process and payroll impacts.

    Learning and Development ImplementationThe ability to translate learning strategies into practical implementation actions and the monitoring of progress against these plans.

    Performance ManagementThe ability to apply processes and principles related to performance contracting, rating, rewarding and improving employee performance.

    Human Resource ConsultingThe ability to engage with leadership, managers and employees using a consultative and engaging approach while balancing the needs of the employee with that of the employerTalent ManagementKnowledge and practical skills in the identification of talented individuals, assessment of potential, creation of develop plans and developing retention and engagement

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