Learning & Development Manager

The Learning & Development Manager will be responsible for collaborating with our business stakeholders across the Africa Member firm (AMF) to coordinate and organize learning events and initiatives for new and existing employees.

The L&D Manager will work closely with our service line or enabling functions to build a deep understanding of their strategies and enable identification and diagnosis of capability gaps which will affect the business from achieving its goals.

The role will advise the business on suitable learning solutions which will drive business and individual performance whilst building strong relationships with a complex range of stakeholders - collaborating and challenging to ensure best learning solutions are delivered.

Responsibilities:

• Build strong partnerships with business leaders in service lines/enabling functions to understand their businesses learning needs and ensure targeted solution development.
• Proactively diagnose business challenges and opportunities for learning and/or development tailoring solutions for specific business needs.
• Understand business goals and growth strategy and translate them into learning offerings supported by a needs assessment approach whilst acting as a source of knowledge to the business in the area of expertise.
• Balance unique service line/enabling function needs with firm-wide initiatives and strategy to create optimal learning solutions and plans.
• Act as a strategic business partner trusted advisor and learning consultant to business stakeholders and operate in alignment with HRBPs for a complex diverse multi-business portfolio.
• Analyse performance needs uncover root causes that contribute to business learning needs investigate alternative options and propose solutions whilst bringing a local cultural and/or specialised business perspective to the table.
• Partner with line leaders and employees to drive the development and execution of employee individual development plans and ensure adoption of local and global standards.
• Champion good learning practices disruptive learning solutions and advancements in social and digital
• learning which can be applied to learning initiatives across the business to promote positive employee experience.
• Monitor and evaluate our learning curriculums in terms of learner experience and business impact driving a culture of continuous improvement.
• Own the service line/enabling functions annual L&D plan and end-to-end delivery of blended learning initiatives for career milestone and leadership programs including in-person events online learning paths and on-the-job experiences.
• Use data and insights from performance management talent & succession management and assessment processes to gain insights to the business capability gaps and learning needs and demonstrates value of learning interventions by linking to the business objectives.
• Drive application of learning policy promote a culture of compliance with all learning activities and provide regular status updates to L&D management and the business.

Qualifications :

• A completed Bachelors Degree (NQF level 7) in HR/Industrial/Organizational Psychology or related
• ODETDP qualification (advantageous)
• At least 6-8 years of relevant experience in L&D with ability to design curriculum perform learning needs analysis and training vendor evaluation.
• Ability to integrate business strategy into the design and development of an annual learning plan.
• Results-driven with strong leadership qualities.
• Good knowledge of Skills Development and BBBEE legislation practices and processes.
• Proficiency and hands-on experience with the Learning Management System SABA SBX.
• Excellent personal organisation and the ability to cope with extremely fast-paced environment and high volumes of work whilst maintaining quality and productivity.
• Ability to communicate complex information verbally and in writing concisely and in a manner which drives people to act.

Additional Information :

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities which may fall reasonably within the ambit of the role profile depending on operational requirements.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities which may fall reasonably within the ambit of the role profile depending on operational requirements.

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To help you look out for potential recruitment scams here are some Red Flags:

• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks job training or supplies.
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At Deloitte we want everyone to feel they can be themselves and to thrive at workin every country in everything we do every day. We aim to create a workplace where everyone is treated fairly and with respect including reasonable accommodation for persons with disabilities.

We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups.

We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring and we are committed to creating an environment where everyone can thrive.

If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process please let us know. We are happy to make adjustments to suit your individual needs.

Remote Work :

No

Employment Type :

Contract