| JOB NAME |
Learning and Development Consultant (Generic) (Midrand)
POSTED BY: Development Bank of Southern Africa
REF:DBSA 158
Date Published:Friday, May 7, 2021
Date of Expiration:Wednesday, November 3, 2021 EXPIRED
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| LOCATION OF THIS JOB |
 South Africa | MIDRAND in South Africa |
| INDUSTRY |
| DEVELOPMENT FINANCE INSTITUTIONS
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| JOB TYPE |
| Full-Time |
| MAIN JOB DESCRIPTION |
Reference Number DBS210429-1
Job Title Learning and Development Consultant (Generic) (Midrand)
Job Grade 16
Job Type Classification Permanent
Location - Town / City Midrand
Location - Province Gauteng
Location - Country South Africa
JOB DESCRIPTION
The purpose of this job is to strategically advise, design and implement the Bank’s talent processes aligned to the Learning and Development Strategy to ensure that the organisational talent is optimised. ...
KEY RESPONSIBILITIES
1. 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.
2. Scanning the labour market to obtain the right talent to build skills pipeline.
3. Assessing skills development programs, co-develop and co-ordinate technical training needs for business.
4. Support the culture of high performance
5. Benchmarking with external key stakeholders to align with industry best practices
6. Introducing concept of knowledge sharing amongst peers especially in areas of relevant technical competencies and capabilities
7. Implement Leadership Development Programmes to develop leadership bench strength.
8. Manager the appropriate sequence of events and utilisation of resources, including procurement related, for delivering learning. • Implement the process of development planning for staff, by providing personal & professional growth models and processes.
9. Serve as a key contributor to capacity building by actively engaging with management.
10. Examine and interrogate employees’ development plans with a view to addressing real skills gaps in terms of positions held and expected deliverables.
11. Presenting to staff Human Capital initiatives to build understanding an ease of application.
12. Implement interventions to address gaps identified through assessment processes.
13. Liaison with accreditation bodies for accreditation of training intervention.
14. Liaison with other DFI’s to benchmark Learning and Development interventions within the DFI environment.
15. Liaison with private and investment banks and coordinate stakeholder Memorandum of Understanding (MOU’s) development and implementation.
16. Monitor and report on Return of Investment (ROI) of training initiatives.
17. Conduct a training needs analysis to determine training outcomes in order to assess the transfer of learning and on the job application of newly acquired skills and knowledge.
18. 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.
19. Compile and share with relevant internal stakeholders the annual training calendar.
20. Implement Bank wide training as per calendar within Budget.
21. Compile training catalogue and ensure data accuracy on the HRIS.
22. Assess and promote a learning culture in an organisation via the use of a number of mediums such as questionnaires, survey, Personal Development Plans or focus groups in order to determine the real training needs that exist.
23. Strategically align the training and development of skills in an organisation by ensuring that the training that is sourced and offered aligns to the vision, mission and mandate of the Bank.
24. The creation and implementation of a Training Committee to instil ownership of Learning within the divisions in order to make the abovementioned a reality.
25. Data Analysis on trends and projections in training in order to provide Stakeholders (Business Partners, Board Committees, EXCO, etc) with decision making tools and reports.
26. Consultation with vendors in terms of offerings from a quality assurance perspective.
27. Vendor liaison and consultation about quality standards in assessment and training intervention implementation.
28. Budget Management at a corporate level to ensure that funds are allocated to the recognized vendors and the outcomes of the course in question relate to the required skills required for the Bank. Record management.
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| REQUIREMENTS FOR THIS JOB |
EXPERTISE & TECHNICAL COMPETENCIES
Minimum Requirements
1. A minimum of an Honours Degree in Psychology or HR related qualification
2. A minimum of 8 years relevant experience in Learning and Development 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 Desired Requirements • Registered Psychometrist/Psychologist
5. Project Management experience.
6. Experience in a banking and/or financial sectors.
7. Relevant understanding of the legislative framework for Human Resources and Skills Development.
8. Experience in performing organisational diagnostics.
9. Experience with Bankseta and a good understanding of their processes.
10. Experience in planning, including career and organisational development.
11. Experience in workplace assessment.
12. Broad understanding of Financial Management.
13. Knowledge of SAP and HRIS, specifically in Learning in Development
14. Experience in working with talent management system
15. Consulting strategic advice experience
Required Personal Attributes
TECHNICAL
Learning & Development
1. Knowledge of best practice and ability to give inputs into and revise strategy, policies and procedures.
2. Ensures that the resources and time are available for the implementation of development activities.
3. Ensures that all employees have equitable access to development opportunities.
4. Provides opportunities for development through tools, assignments, mentoring and coaching relationships etc.
5. Ensures the implementation of organization-wide mechanisms and processes to promote and support continuous learning and improvement.
Talent management
1. Deep understanding of best practice on career and talent management.
2. Able to address workforce planning issues and gaps.
3. Able to assist in the development of plans to resolve the most challenging gaps identified in talent forecasts.
Employee Affairs
1. Possesses a deep understanding of employee motivation and capability concepts and how they may be practically applied by the definition of appropriate values and policies.
2. Understands how the employee affairs function can add value to the organization and aligns activity behind the achievement of this objective.
Reporting skills
1. Prepares both standard and non-standard reports to time and quality standards.
2. Collate and analyses readily available data for inclusion in a report.
Business Acumen
1. Thinks and plans in future-orientated terms
2. Develops annual business plans that consider longer-term activities, issues, problems or opportunities.
3. Develops and establishes broad scale, longer-term objectives, goals or projects (e.g., affecting a business, department, or organisation).
LEADERSHIP/BEHAVIOURAL
Strategic & Innovative Thinking
1. Experiments with new approaches, tests scenarios, questions assumptions and challenges conventional thinking.
2. Creates new concepts that are not obvious to others, leveraging internal and external sources of information, to build incremental revenue and growth opportunities.
Teamwork & Cooperation
1. Openly praises others who have made contributions to the group’s efforts. Empowers others, making them feel valued, strong and important.
2. Encourages others after a setback.
Driving delivery of results
1. Identifies and implements a business opportunity that will have a long-term impact on the business (which may include the organisation’s reputation or brand image). Monitors progress and adapts the plan if necessary, to ensure optimal benefit to the business.
2. Makes decisions, sets priorities, or chooses goals based on inputs and outputs: makes explicit considerations of potential profit, return on investment, or cost benefit analysis.
3. Based on the cost-benefit analysis, makes decisions of entrepreneurial risk nature.
Decisiveness (High Performance, Service Orientation)
1. Considers the impact of own decisions on the business as a whole.
2. Knows when they have enough information to make a decision - and makes it.
3. Considers the consequences of a decision and assesses the options before reaching a conclusion.
Self-Awareness and Control
1. Withholds effects of strong emotions in difficult situations.
2. Keeps functioning or responds constructively despite stress.
3. May apply special techniques or plan ahead of time to manage emotions or stress.
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English 
FRENCH
