JOB PURPOSE
Our purpose at Equity Group is transforming lives, giving dignity, and expanding opportunities for wealth creation. Consistent with our Critical Success Factor 1: ‘An organization culture that values people, enhances performance, and supports business’, this role is responsible for organizational development through the strategic learning agenda, addressing systemic and individual development of capabilities across the Equity Group, working in close collaboration with learning leads in all Group subsidiaries.
Reporting to the Associate Director – OD&E, Culture, & Change, the role holder will be primarily responsible for delivering an integrated learning and growth solution including the following: implementation of the Equity Group strategic learning framework, design, and delivery of innovative learning interventions, planning and execution of the annual training calendars for Equity Group (HO) employees, and leading key group-wide learning initiatives in close collaboration with subsidiary learning leads.
KEY RESPONSIBILITIES
LEARNING STRATEGY
Collaborating closely with the Group OD&E lead, develop and implement the Equity Group strategic learning framework, including a robust learning plan, learning calendar, learning journeys and potential career maps for roles across the group.
Multiply learning delivery strategies embedding technology and entrenching the 70:20:10 model
Create and implement a learning policy for the Group.
Play a leading role in the building and deployment of Group competency frameworks and develop learning pathways as a key outcome.
Lead the creation of individual development plans (IDPs)and consolidate the outcomes to build both global and functional thematic learning priorities for the Group.
Conduct robust training needs analysis and augment content generated from the consolidation of IDPs.
Participate in strategic talent interventions including Talent Councils, Strategic Workforce Planning, Competency mapping, leadership assessments, Culture, and change interventions; and from these develop and publish a holistic picture of organizational learning needs.
Develop learning budgets and provide justification for each intervention.
LEARNING DELIVERY
Implement the agreed and signed off organization training plan for Group (HO) employees
Oversee both group and individual learning programs across the Group, providing a consolidated view of learning across the group
Participate in the TDC (Talent Development Committee) deliberations and provide expert support to the TDC members
Source for learning providers, engage them and build a dynamic preferred supplier list relevant to current and future learning needs, cutting across multiple business capability needs. Find room for synergy to deliver cost-effective learning.
Lead the development and implementation of the internal Subject Matter Expert (SME) driven learning programs covering multiple learning needs
In close collaboration with the AD – OD&E, develop and deliver a line manager toolkit set of learning interventions to be run in-house within the Line Manager Capability program.
Develop and disseminate internal communication covering the key people learning initiatives. Work closely with the communications team to deliver a timely communication concerning learning.
Leverage existing engagement tools (Teams, Microsoft Learning, PowerApps, Yammer) to drive peer learning, gamification, accreditations, badging systems, information gathering, e.t.c.
Structure and support knowledge sharing programs such as Lunch and Learn, intra-departmental and cross-functional learning initiatives.
Coordinate and manage learning initiatives arising from related interventions such as Culture Development, Employee Engagement, Performance Management, Total Rewards, Wellness,
Collaborate closely with functional trainers (SME) and consolidate training interventions, including tracking and reporting, training execution standards (i.e. quality of delivery, reference material, evaluation – Kirkpatrick model Level 1-4, annual refreshers, feedback, recognition of in-house trainers, ToTs, etc
NEW JOINER ON-BOARDING SUPPORT
Participate in the design and regular review of the Group on-boarding guidelines covering new joiners, internal movers, internal moves, reintegrating employees, new line managers, and new leaders
Develop cohesive learning communication plans for employees undergoing onboarding; these must cover all mandatory organization-wide learning.
Support the development and management of the buddy system including identification and training of new buddies across the business.
In consultation with Group business leads co-develop and implement department specific induction programs as part of the overall on-boarding plan
Closely track and ensure complete execution of induction programs in the Group.
Gather internal feedback plus global insights to continuously improve the onboarding standards at Equity Group with a strong focus on new joiner learning journeys
Develop and communicate the annual calendar of activities covering all people initiatives within the Group Head Office and in alignment with subsidiaries. Manage group wide calendar of events
PERFORMANCE MANAGEMENT SUPPORT
Conduct organization-wide training on the performance management framework, policy and procedures, tools and guidelines, performance management cycle and all related processes.
Ensure all line mangers are inducted into critical people management capabilities within 3 months of appointment into a people management role.
Support the successful cascade and implementation of functional balanced scorecards, team and individual business objectives, individual development plans and key milestone conversations.
Consolidate performance related learning themes and include these in the learning plans for the subsequent performance year. Also, engage PIP document to glean out systemic capability issues and address these through learning.
TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT
Support HRBPs in the facilitation of Talent Councils particularly training of Talent Council members in the process and outputs.
Participate in the development of the employee engagement strategy, communication of the engagement calendar of activities, and delivery of all signature engagement activities
Participate in the administration of the employee engagement survey, collation of results, cascade of results and action planning.
Working in close coordination with the AD OD&E to design and deliver a compelling and cost effective leadership development roadmap and deployment of the same.
Drive the embedment of the Equity Group leadership DNA through on-boarding and learning
Lead the development and deployment of leadership assessment tools for all levels of leadership across the organization to support hiring, learning, succession planning, culture development, and employee engagement.
Own and drive on the job learning through Talent brokerage, Job Swaps, Job Rotations, Attachments, secondments, cross-functional assignments, projects, etc
Collaborate closely with the AD OD&E to develop and deploy Group wide mentorship and coaching programs
Execute strategic learning agendas such as those related to the Graduate Management Trainee program.
LMS DEPLOYMENT AND MANAGEMENT
On-board a robust on demand learning solution for all businesses as part of the overall learning strategy for the Group
Deploy and administer the Groups online learning management system
Regularly review the learning content for relevance and currency and continually source content in line with the Groups organization capability development agenda
Map learning journeys for all roles within the online LMS and track systematic delivery of the same
Generate leadership and line manager learning trackers and leverage the data to drive self-directed employee learning
Work closely with Line Managers to ensure effective prioritization of core business skills and completion of all scheduled learning.
REPORTING AND ANALYTICS
Build and generate learning analytics and reports for management consumption and for tracking execution. The reports will include: learning uptake rates; total average learning days per employee; cost of learning per employee;
Employ the Kirkpatrick model (L1 – L4) to measure learning outcomes and report on the same
Track all other off-calendar learning and report on the same
QUALIFICATIONS, PROFESSIONAL MEMBERSHIPS, EXPERIENCE, & ACCREDITATIONS, SKILLS & COMPETENCIES
ACADEMIC QUALIFICATIONS
Minimum undergraduate degree in a business related field/social sciences
Post graduate qualifications are preferred
PROFESSIONAL MEMBERSHIPS & ACCREDITATIONS
Must be a Member of the IHRM, and be in good standing
Professional accreditation in HR, Learning, Talent, or OD from a recognized professional body i.e. SHRM, CIPD, AIHR, CHRM, Cornell, e.t.c.
WORK EXPERIENCE
Minimum 10 years’ progressive work experience in HR with a heavy bias in owning and leading learning in a large sized organization, at a management / senior management level.
Significant experience in developing learning strategies and aligning them to corporate strategy
Significant experience in developing learning budgets built on core business priorities
Experience in curating learning journeys, developing curriculums, and delivering some learning interventions
Experience in selecting, onboarding, and administering on-demand learning solutions, possessing a good current sense of LXPs
Experience in developing blended learning solutions
Experience in integrating talent interventions, performance management, and career planning into learning agendas
Experience in building and deploying leadership development programs
COMPETENCIES & SKILLS
Excellent commercial orientation and business acumen
Excellent verbal and written communication and presentation skills
Strategic thinking and problem-solving
Excellent analytical and reporting skills
Strong persuasion and negotiation skills
Advanced stakeholder relationship management skills (internal and external customers, partners)
Drive for results and execution skills
Collaboration and team management skills
Strong Planning and Organizing skills
Excellent oral and written communication skills
Coaching and mentorship skills
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