Learning and Development Consultant X2 - DBSA - Midrand

Job Description The role of the Learning and Development Consultant is to strategically advise and implement the Bank’s learning and development strategy to ensure optimisation and skilling of organisational talent. Key Responsibilities 1. 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. 2. Monitoring and Reporting Compile and draft reports in line with regulatory body and government requirements, such as: o Employment equity plan. o Workplace skills plan. o Annual Training Report. o Broad Based Black Economic Empowerment (BBBEE). o Budget reporting including cost recoveries. o 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. 3. 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. Key Measurements of Outputs 1. Training initiatives implemented according to the annual plan. 2. Quality and timeous reports submitted as per compliance requirements. 3. Budget spend managed and monitored accurately. 4. Service provider delivery and performance management. 5. Clean audit. Key Internal Liaison Relationships 1. DBSA committees and unit managers 2. All DBSA Staff Key External Liaison Relationships 1. Service providers 2. Auditor General (AG) 3. DFI’s and SOE’s 4. Regulators to understand and enquire new HC related regulatory framework 5. Sector Education and Training Authority (SETA) Expertise & Technical Competencies Minimum Requirements: 1. A postgraduate degree in Human Resources/ Industrial Psychology/Social Sciences. 2. Minimum of 8 years’ experience in Learning and Development and/or Human Capital within a medium to large sized organisation. 3. Relevant understanding of the legislative framework for Human Resources and Skills Development. 4. Knowledge of SAP and HRIS, specifically in Learning in Development. Desirable Requirements: 1. Project Management experience. 2. Experience in a banking and/or financial sectors. 3. Relevant understanding of the legislative framework for Human Resources and Skills Development. 4. Experience in performing organisational diagnostics. 5. Experience with SETA’s and a good understanding of their processes. 6. Experience in planning, including career and organisational development. 7. Experience in workplace assessment. 8. Broad understanding of Financial Management. 9. Experience in working with talent management system. 10. Consulting strategic advice experience. Technical Competencies a) Written communication Understands that different writing styles are required for different documents or audiences. Write effective correspondence, prepares questions and reports, statements of circumstance and briefing notes. Reviews others’ documents for clarity and impact. Has a solid mastery of writing principles such as grammar, sentence construction etc. b) Presentation skills Can reinforce key presentation points with examples. Is able to translate technical terminology into language understandable to the audience. Has insight into the audience’s behavior and motivation and responds appropriately and professionally, adapting communication style as appropriate. c) Reporting Designs / customizes reports to meet user needs. Prepares complex or tailored reports, gathers information from a variety of sources, analyses and includes in a report. Keeps standard reports under review and proposes improvements to meet user needs. d) Business acumen Thinks and plans in future-oriented terms. Develops annual business plans that consider longer-term activities, issues, problems or opportunities. Develops and establishes broad scale, longer-term objectives, goals or projects (e.g., affecting a business, department, or organisation). e) Planning and Organising Is relied on to help others plan and organise their workload. Uses effectively advance time management processes to deal with high workload and tight deadlines. Organises, prioritises and schedules tasks so they can be performed within budget and with the efficient use of time and resources. Achieves goals in a timely manner, despite obstacles encountered, by organising, reprioritising and replanning. f) Policies and Procedures Has detailed knowledge of policy and procedure relating to a specific area of work. Is capable of implementing procedure, highlighting issues as appropriate. g) Project Management Demonstrates a practical knowledge of project management principles and techniques. Plans, defines, and manages projects within a department or area. Identifies resources required and their appropriate role and skills. Assists in the management of projects where the objectives, milestones and time scales have been defined. h) Data Collection and Analysis Based on knowledge of the reasons behind the analysis, is able to define the most appropriate means of data collection. Is able to develop formats for data collection. Is able to define the most appropriate internal and external data/information sources. Identifies key facts in an array of data, recognises when pertinent facts are incorrect, missing, or require supplementation or verification. Breaks down data into component parts to understand the nature and relationship of the parts. Has a broad knowledge of statistical data-handling techniques. Can undertake more comprehensive analysis of data/information but is not required to draw conclusions. i) Talent Management Deep understanding of best practice on career and talent management Able to diagnose and address workforce planning issues and gaps. Able to develop plans to resolve the most challenging gaps identified in talent forecasts. j) Learning & Development Deep understanding of best practice on career and talent management. Abreast of best practice in learning and development. Ability to lead training needs analysis and design of training/learning and development calendar. Ability to advocate service value of learning and development in DBSA. Regularly shares expertise with team members to support continuous learning and improvement. Helps team members develop their skills and abilities. Works with employees and teams to define realistic yet challenging work goals. Advocates and commits to ongoing training and development to foster a learning culture. Required Personal Attributes Behavioural Competencies a) Customer Service Orientation Tries to understand the underlying needs of customers and matches these needs to available or customized products and services. Adapts processes and procedures to meet on-going customer needs. Utilises the feedback received by customers, in order to develop new and/or improve existing services/ products that relate to their on-going needs. Thinks of new ways to align DBSA’s offerings with future customer needs. b) Self-awareness and Self Control Withholds effects of strong emotions in difficult situations. Keeps functioning or responds constructively despite stress. May apply special techniques or plan ahead of time to manage emotions or stress. c) Strategic and Innovative Thinking Experiments with new approaches, tests scenarios, questions assumptions and challenges conventional thinking. Creates new concepts that are not obvious to others, leveraging internal and external sources of information, to build incremental revenue and growth opportunities. d) Driving delivery of results Sets challenging goals that will have a significant impact on the business or support the organisational strategy. Commits significant resources and/or time to ensure that challenging goals are achieved, while also taking action to mitigate risk. e) Teamwork & Cooperation Acts to promote a friendly climate and good morale and resolves conflicts. Creates opportunities for cross-functional working. Encourages others to network outside of their own team/department and learn from their experience. Apply Now

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Learning and Development Consultant X2 - Midrand

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