OMF Senior Learning Manager at Old Mutual South Africa

Job Description

As the head of the Old Mutual Finance business unit - Learning and Development Function, the Senior Learning Manager focuses on the development and implementation of a learning strategy, for the provision of learning in the business unit for all job families and across job levels. Examining the needs of the business unit,  identifies and develops the learning and programmes that will meet these needs, producing measurable results for all job families and across job levels.

Learning Capability

• Collaborates across segments and Old Mutual Limited (Group) learning leadership.
• Develops and/or contributes to learning design principles and methodology for all levels and job families.
• Drives an integrated learning strategy that incorporates collaborative and social learning, online learning technologies and platforms that will facilitate the achievement of business strategy.
• Ensures integration with other HC practices, in particular integrated talent management.
• Ensures up-skilling of team to deliver on learning objectives.
• Identifies and contracts with learning providers and vendors.
• Structures and sources L&D team, and ensures the right capability is in place to deliver on the learning strategy and mandate.

Learning Delivery

• Ensures alignment with OML competency framework, levels of work across job families and across levels.
• Applies project management principles in design and delivery work.
• Enhances accessibility to learning solutions for all levels and job families.
• Ensures all learning practitioners are appropriately skilled.
• Ensures learning design principles are applied in developing solutions.
• Monitors satisfaction of learners and line managers with learning solutions.
• Sets standards for learning delivery and measures impact.

Learning Effectiveness

• Establishes methodology to evaluate effectiveness of learning.
• Conducts reviews of learning effectiveness.
• Reports on learning delivery and effectiveness.

Management Effectiveness

• Develops Manager of Others (MOs) and specialists under supervision.
• Drives operational excellence through area of supervision.
• Holds first line managers accountable for managerial work, including selection, performance management and talent management.
• Manages service delivery through a team of managers and specialists over periods of 3 months to 1 year.
• Ability to operate across levels, influencing outcomes and decisions with key stakeholders.
• Responsible for business planning, budget and expense approvals

Practice Development

• Consults with business functions to understand needs and develop model for delivery for all job families and job levels.
• Documents and communicates learning practice and minimum governances.
• Establishes a learning model to support business requirements.
• Formulates corporate business needs.
• Researches best practice.
• Accountable for thought leadership, innovation and best operating practice in response to external environment, including social and digital learning.

Skills Development

• Serve as an expert resource, representing the employer for the implementation of appropriate learnerships and skills programmes.
• Accountable for completion and submission of the annual WSP and ATR.
• Advise on the National Skills Development Strategy (NSDS) on the implementation of the WSP.
• Serve as a business representative between the employer between the employer and the relevant Seta.
• Ensuring completeness, accuracy and availability of learning data and Skills Development Scorecard.
• Ensuring that annual Skills Development targets are set and achieved.
• Ensuring that the Skills Development Plan is updated and audited in time for annual submission to SETA.

Risk Management

• Ensure that all regulatory learning is implemented and driven across the business for the respective roles
• Ensure that the awareness of business and industry regulatory requirements where applicable are included in the learning linked to employee onboarding
• Establishes and implements learning governance, risk management and compliance for L&D team while aligning to business guidelines
• Advise business on the learning approach for compliance learning
• Include guidance to business on compliance learning in the relevant learning policies

Qualifications / Experience required

• Relevant Business/HR Honours degree or Postgraduate diploma (NQF 8)
• 5-10 years’ experience in a large corporate, managing a comprehensive Learning and/or Leadership Development function within the financial services industry or 5 -10 years HR business partnering experience
• Extensive, highly developed specialist knowledge in organisational learning, talent and change management
• Working knowledge and understanding of FAIS Act, NCA, TCF, FICA and POPI Acts, within the context of a financial services learning environment
• Proven experience of design and delivery of organisation wide learning and change programmes in a complex environment
• Leadership and management experience working with executive and senior management teams
• Global mind-set, and experience in learning in a digital future fit business is required
• Must be willing to travel nationally as required
• Ability to guide and prioritise the diverse human resources needs of a specialist team of indirect reports with management experience

Attributes / Competencies
Business and L&D Alignment

• Acts as a credible partner and advisor to business stakeholders. Works to balance stakeholders’ needs with L&D priorities and best practice through a strong commercial acumen.

Employee Centric Solutions

• Enhances an inclusive learner experience by leveraging design thinking principles and innovation to develop learner centric solutions based on understanding of the learner perspective.

Analytics Driven Decision Making

• Leverages data and technology to develop deeper insights, facilitate evidence based decision making, and create compelling business cases for L&D initiatives.

Workforce Readiness

• Scans emerging market trends (e.g., regulatory, economic, technological, generational) and proactively surfaces ideas, concepts, and technologies that will enhance the business future workforce readiness.

Education

• Honours Degree  (Hons): Industrial And Organisational Psychology (Required)

Closing Date: 4th, May 2022