Job Summary

The role plays a pivotal role in aligning Learning & Development (L&D) and Performance Management (PM) functions within a cohesive framework, fostering a synergistic talent management system that enhances organizational effectiveness and success. The purpose of this role is to drive the convergence of L&D and PM under a unified structure, eliminating silos and promoting an integrated talent management system. The Talent Development and Performance Lead contributes to a more streamlined and effective employee development process. As a Talent Development and Performance Lead, one should possess a combination of advanced technical skills, strategic mindset, and agility to navigate changing organizational dynamics and drive sustainable performance and talent outcomes. The role requires a candidate who can effectively navigate evolving trends, address emerging challenges, and drive sustainable talent outcomes in a rapidly changing business landscape.


Job Description

Partner, Design & Implement Learning & Development Solutions: Partner with the HRBP’s and Cluster LLT Lead to support the analysis and scoping of the L&D and talent management components of the overall business People Agenda. Consult and partner with HRBP’s and Cluster LLT Lead to ensure global consistency and execution of all L&D objectives and strategy aligned to business People Agendas. In partnership with the HRBP provide L&D expertise & insight at senior business meetings, either directly to the business head or to a wider management team. Act as the consultant/broker for the business & HRBP’s to the rest of L&D services. Act as the face of LL&D to the business, pulling in Leadership, Solution or Curriculum Specialists as required. Take the lead to the business to deliver aligned and seamless learning solutions to the business. Lead and programme manage the diagnosis and delivery of bespoke learning and development interventions in line with the Business goals, working in collaboration with the Learning Solutions teams to present an integrated L&D delivery model. Operate in a commercial and business management way, leverage internal governance, policies and processes as appropriate to agree; objectives, outcomes, communication and embedding practices, timescales, budget and ROI expectations. Guide and support L&D Partners in partnering with the Management teams of the Business areas and the HRBPs to develop the Learning and Development plans for their business area in line with their business strategy. Build and maintain strong relationships with the clients and develop an excellent understanding of business strategy and objectives, identifying opportunities for learning and development interventions across the business areas. Manage the L&D budget for the business-aligned initiatives, work with the LLT Lead & HRBP’s to ensure cost effectiveness of learning development solutions. Maximise utilization of internal learning solutions and synergies in all learning propositions, across all business areas, optimising external spend. Embed the L&D demand model throughout the HRBP & Development Partner community. Where required, provide offsite facilitation to business/teams or source the appropriate external facilitator to support a managed team event. Ensure the development and delivery of quality learning plans from the Development Partners team as agreed by all stakeholders, within budget and ensuring they meet agreed time, cost and quality parameters. Support the Solutions & Delivery teams to source and identify Subject Matter Experts (SMEs) from the Business to drive effective Learning delivery. Ensure effective evaluation of all business-aligned learning solutions, to ensure continuous improvement and contribution to business objectives (ROI Frameworks). Leverage and research external best practice to provide leading edge innovative solutions to the clients, and share this research with the team. Work with the Head of L&D to review and rationalise supplier base to align with business need/organisational requirements. Maintain internal relationships across the Group and learning suppliers to ensure delivery of the highest standards of supply, adhering to all governance frameworks. Engage with and build an external L&D network to ensure continuous updating of current best practise and leading edge knowledge of learning. Ensure adherence to HR/Group policies and standards, Governance and internal controls relating to learning activities. | HR Specialist Pillar: Keeps informed of leading practices, monitor and evaluate market trends in their areas of specialty. Monitors solutions, vendors and employee feedback to drive continual improvement. Draw out trends and meaningful insights based on data analytics & modelling that will support desired business outcomes. Aligns the innovation agenda with the needs and directions of the Clusters/divisions. Partner with HRBPs in consulting with the business to create innovative solutions when standardized products are not sufficient. Monitor and evaluate consistency and harmonisation of policies and solutions across the enterprise as appropriate. | Organisational Performance Areas: Business aligned learning solutions; execution & delivery of Learning Plans Business aligned curriculum Consistent delivery of leadership programmes Talent management and development HRBP partnership | Effectively Manage the Team: Optimally balance the resources in the team, and also utilizing the BP capacity to deliver and contribute to this team’s ability to make an impact to the overall business agenda Develop a high performing team by embedding formal performance development and informal coaching Determine development needs for the team itself and ensure that identified training requirements are budgeted for and executed Interview and recruit new members of the team, including determining appropriate compensation levels with input from Human Resources. Approve leave requests for team members and create leave plan to ensure adequate coverage. When required, initiate disciplinary processes for team members calling on support from Human Resources when required Resolve grievances raised by team members and escalate only if required

See also  Senior Manager, Risk at BOTSWANA OIL



Bachelor`s Degrees and Advanced Diplomas: Education, Training and Development (Required)


Closing date: April 14, 2024