Learning and Development Consultant X2 at Development Bank of Southern Africa (DBSA)

Key Responsibilities

Learning and Development 

• Align the training and development initiatives to the strategic objectives, vision, mission and mandate of the Bank.
• Co-ordinate the scanning of the environment, conducting research and benchmarking DBSA to other 
  organisations to establish industry best practice in terms of learning and development.
• Assess skills development programs, co-develop and co-ordinate technical training needs for business in 
  support of the organisational culture and development requirements.
• Introduce the concept of knowledge sharing amongst peers especially in areas of relevant technical and nontechnical competencies and capabilities.
• Implement Leadership Development Programmes to develop leadership bench strength.
• Manage the appropriate sequence of events and utilisation of resources, including procurement and
  delivering learning.
• Serve as a key contributor to capacity building by actively engaging with management.
• Conduct a training needs analysis to determine training gaps and requirements. 
• Conduct assessment on learning outcomes to assess the transfer of learning and on the job application of newly acquired skills and knowledge.
• Compile training catalogue and ensure data accuracy on the human resources information system (HRIS).
• Implement interventions to address gaps identified through assessment processes.
• Compile and share with relevant internal stakeholders the annual training calendar and implement Bank wide training as per calendar and budget.
• Present to staff, learning and development initiatives to build understanding and ease of uptake and 
  attendance.
• Assess and promote a learning culture in an organisation using mediums such as questionnaires, survey, 
  personal development plans (PDP) or focus groups to determine the real training needs that exist.
• Implement the process of development planning for staff by providing personal and professional growth 
  models and processes.
• Examine and interrogate employees’ development plans with a view to addressing real skills gaps in terms of positions held and expected deliverables.
• Establish and manage a training committee to instil ownership of learning within the divisions and develop the right skills and capabilities across the organisation. 
• Manage the budget at a corporate level to ensure that funds are allocated to the recognised vendors and the outcomes of the course relate to the skills required for the Bank.     

Monitoring and Reporting

• Compile and draft reports in line with regulatory body and government requirements, such as: 
• Employment equity plan.
• Workplace skills plan.
• Annual Training Report.
• Broad Based Black Economic Empowerment (BBBEE).
• Budget reporting including cost recoveries.
• Training statistics and dashboards to HC and business.
• Monitor and report on Return of Investment (ROI) of training initiatives.
• Manage and report on the budget at a corporate level to ensure that funds are allocated to the recognised vendors and the outcomes of the course relate to the skills required for the Bank.
• Advise, track and report monthly on training investment to management and board committees.
• Manage, track and report risks associated with training and escalate where required.
• Present data analysis on trends and projections in training to provide Stakeholders (Business Partners, 
  Divisional committees, Board committees, Executive committee, etc.) with decision making tools and reports. 

Stakeholder Engagement

• Consult with accreditation bodies for accreditation of training intervention.
• Engage other DFI’s to benchmark learning and development interventions within the development finance
  environment.
• Collaborate with private and investment banks and coordinate stakeholder Memorandum of Understanding (MOU’s) development and implementation.
• Assess performance of vendors and provide feedback on the quality standards in assessment and training 
  intervention implementation.
• Benchmark with external key stakeholders to align with industry best practices.
• Consult with vendors to understand their offerings from a quality assurance perspective.

Minimum Requirements:

• A postgraduate degree in Human Resources/ Industrial Psychology/Social Sciences.
• Minimum of 8 years’ experience in Learning and Development and/or Human Capital within a medium to large sized organisation.
• Relevant understanding of the legislative framework for Human Resources and Skills Development.
• Knowledge of SAP and HRIS, specifically in Learning in Development.

Desirable Requirements:

• Project Management experience.
• Experience in a banking and/or financial sectors.
• Relevant understanding of the legislative framework for Human Resources and Skills Development.
• Experience in performing organisational diagnostics.
• Experience with SETA’s and a good understanding of their processes.
• Experience in planning, including career and organisational development.
• Experience in workplace assessment.
• Broad understanding of Financial Management.
• Experience in working with talent management system.
• Consulting strategic advice experience.