Senior Human Resources Manager - Learning and Development

This position is within the HR Department and reports to the Vice President – HR & Development. The job holder is responsible for driving a learning based culture and provide leadership and direction to the Learning and Development function by ensuring the appropriate alignment to the HR strategy and integration with the needs of the business.

Key Accountabilities

• Define and implement a robust L&D; strategy that creates a learning and development based culture and fulfils EKFC’s people strategy of maximising employee’s performance and potential.
  
  
• Conceptualize and design leadership development programs and initiatives that are in line with market best practices.
  
  
• Design organizational (product, service, process knowledge) needs assessments to determine specific training needs and continually assess and evaluate the effectiveness of these programs to ensure they meet stated objectives.
  
  
• Lead the strategic development of multi-faceted learning agendas based on specific business goals and objectives that advance the culture and the capabilities of EKFC
  
  
• Define, analyse and implement learning metrics, objectives, key results and productivity gains that evaluate the efficacy of the learning and development programs and tools and demonstrate return on investment for all talent development investments.
  
  
• Direct and manage the learning and development team with the objective of achieving best practice in learning and development, and delivering learning and development resources to meet business needs. Motivate and develop direct reports to achieve higher levels of quality, innovation, and personal achievement.
  
  
• Develop, plan and implement soft skills based programs including those focussed on enhancing EKFC’s leadership and supervisory capabilities through both, in-house and external programs in order to meet career development and employee retention strategies. Provide leadership in the design, development and delivery interventions relating to on boarding, compliance, mandatory skills and behavioural-based development.
  
  
• Monitor, leverage and enhance the L&D; based learning management system to ensure a robust and state of the art system inclusive of E learning solutions and analytics that provide an automated and seamless support to the users and line management.
  
  
• Consult and provide guidance to Department Managers to create a progressive learning culture where learning adds significant value to the business and lead the process of standardizing and optimizing learning solutions across business units. Build key partnerships with management to create a professional and proactive service, which promotes and supports best practice in L&D; and HR. Develop partnerships with external training and consulting companies to identify and deliver bespoke training/development programs
  
  
• Manage the L&D; budget and ensure it is optimised to deliver the return on investment.
  
  

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