Learning and Development Strategist at CLS Human Capital Specialists

Job Purpose:

• The Learning and Development Strategist  will be responsible for identifying skills gaps, developing comprehensive training programs, and ensuring continuous employee growth. This role emphasizes technical training, leadership development, and change management support while collaborating with key stakeholders to enhance workforce capabilities.

REQUIREMENTS

Minimum education (essential): 

• Diploma in Human Resource Management, Learning and Development, or a related field

Minimum applicable experience (years): 

• 5-7 years

Required nature of experience: 

• Learning design and delivery of training solutions in a corporate environment
• Understanding and learning new and complex industries to provide technical training
• Imparting knowledge to adults and assessing their understanding

Skills and Knowledge (essential): 

• Strong instructional design and program development skills
• Ability to conduct needs assessments and gap analyses
• Proficiency in stakeholder engagement and collaboration
• Quick learning ability and knowledge transfer skills

Other: 

• Proficient in Afrikaans and English (bilingual requirement)
• Must reside within 40km of the office
• Stable career record
• Registered as an assessor (preferred)

KEY PERFORMANCE AREAS

Strategic Planning and Collaboration

• Collaborate with senior leadership to identify organisational learning needs and skills gaps.
• Develop a training roadmap for new and existing staff in partnership with department heads and HRM.
• Conduct needs assessments and gap analyses to prioritise learning opportunities.
• Ensure personal upskilling on business products within the first two months to deliver technical training.

Program Design and Implementation

• Lead the creation of learning programs for leadership, technical skills, and power skills development.
• Develop training manuals in collaboration with relevant stakeholders.
• Oversee the delivery of scalable and accessible learning programs for all employees.
• Implement assessment tools to evaluate knowledge transfer and application.

Stakeholder Engagement

• Build strong relationships with key stakeholders to understand their L&D needs.
• Tailor learning programs to meet specific departmental requirements in collaboration with HRM.
• Facilitate interactive workshops and training sessions across all staff levels.
• Support WSP/ATR planning and submission alongside HR.

Technical Training and Change Management

• Coordinate and oversee regular technical training on products and processes by internal specialists.
• Ensure staff comprehension of technical training content.
• Develop and implement content to address concerns during departmental or process changes.
• Work closely with HRM to support change management initiatives.

Continuous Improvement and Best Practices

• Provide strategic insights and recommendations on L&D best practices.
• Stay updated on industry trends to enhance learning solutions.
• Ensure alignment of L&D strategies with business objectives.
• Monitor and evaluate the effectiveness of training programs for ongoing improvement.