Manager – Learning & Development at Sidian Bank

JOB PURPOSE

The role is tasked to design the end-to-end implementation of training and development programs from  Enrolment and Uptake, coordination to evaluation of impact,  it also assesses the staff talent and skills level in the organization.

The role shall also ensure that reports and data analyses are prepared proactively to yield insights into the outcome of Learning initiatives.

KEY RESPONSIBILTIES 

• HR Leadership: develop other Managers to become learning and development managers in their own teams by supporting them in Learning and Development matters, effective communications, managing change, and tracking the value addition for assigned teams.
• Strategic Partnership: take Learning and development expertise in areas of business change and consulting with line managers, whom they partner with in reaching their goals through strategy formulation and direction.
• Human Capital Development: recognize people as critical assets and provide learning opportunities at work to facilitate employee and organizational success.
• Functional Expert: ensuring the administrative efficiency and effectiveness of the HR function.
• Employee Advocate: listening to employee concerns whilst simultaneously adopting a customer, shareholder, and managerial perspective, communicating to employees what is expected of them to be successful in creating value.
• Risk & Compliance: Comply with all bank policies and procedures including Anti Money Laundering/Countering Financing of Terrorism/Countering Proliferation Financing laws, rules and regulations.

MAIN ACTIVITIES

Internal Business Process: 

• Development of the annual training calendar to facilitate the effective development planning within the Bank in line with business strategy and compliance with regulatory requirements.
• Design, development and delivery of learning initiatives, curriculums and programmes to enhance capabilities as dictated by business and industry direction needs for assigned area.
• Proactively track the delivery of annual training programs in adherence to the training calendar.
• Prepare post training evaluation reports to measure immediate reaction and subsequent impact of training.
• Review all training and talent invoices for correctness before approval.
• Support the HR Division’s adherence to approved policies and procedures and provide feedback on the same to keep them competitive.
• Be an advocate for a continually improving way of working within the team to drive efficient and impactful engagement and accurate delivery of service.
• Develop the use of data models that will facilitate a data driven decision making process on the learning and development agenda.

Communication

• Communicate with trainers for training planning and scheduling of sessions to ensure smooth rollout of training programs.
• Facilitate the process of learning needs analysis; collate information and recommend suitable interventions for identified gaps for assigned area.
• Design and delivery of both class based and e-learning training programs to address organization needs that enhance performance by addressing fundamental organization requirements such as, performance management and career development programs or as required.
• Proactively drive the registration and completion of E-Learning programs as assigned to learners.
• Work closely with the team to execute first time resolution of issues raised by staff to the department, in the achievement of exceptional internal customer service.

Productivity measurement

• Maintain own high performance and that of the team.
• Own up-to-date and actioned competency assessments and development plans for self and team
• Adhere to learning costs management practices, optimizing the allotted spend to ensure maximum value is derived from investments made, thus attaining a desired profit per head ratio against the defined strategy roadmap.
• Conduct end of learning evaluation to assess the impact of initiatives and programs, and skill transfer to the job.
• Monitor of personal development plans for divisions and/or departments to ensure adherence to plan and timely closure by the HR Business Partnering teams of competence and professional gaps.
• Consciously recommend and work with vendors who are highly effective at best value for money.
• Pro-actively drive all scheduled training to 100% training attendance and course completion to enable budget optimization and adherence.
• Conduct training needs analysis and develop targeted learning solutions to address capability gaps.

Reporting

• Generate reports on annual training programs and training calendar, which supports business strategy and complies with regulatory requirements.
• Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement.
• Generate a variety of reports as requested by HR, Finance, and other business leaders.
• Analyzing and reporting HR information to support with benchmarking and the development of HR strategies and solutions. Ensuring that all internal and external reporting requirements are satisfied through the provision of management information and HR returns,

DECISION MAKING AUTHORITY

• Autonomy in assigning tasks to direct reports and making recommendations based on their performance.
• Decisions regarding management of own and team work.
• Decisions on quality and Timing of running planned programs.
• Training vendors to work with
• The Manager, Learning and Development is well guided by the HR Policy on scope of decision making and where policy is not clear or waiver is needed the manager needs to consult with the Head of HR.

ACADEMIC BACKGROUND

• Master’s degree or equivalent in Human Resources, Business Administration, Psychology, Organizational Development, Public Administration or other relevant social sciences.
• At least 5+ years of experience in a Human Resource Field, 3 of which should have been in a learning and Development roles in a highly competitive and dynamic environment.
• Proven track record of consistently supporting the achievement of an organization’s people strategy, with a market reputation of being a trusted advisor on matters pertaining to HR.

WORK EXPERIENCE

• Minimum of 7 years progressively responsible experience in Human Resource Management.
• Experience in Learning and development, benefits administration, and workplace relations are required;
• Field experience is an asset;
• Experience as a HR Business Partner is an added advantage.

SKILLS & COMPETENCIES

• Current knowledge of effective learning and development methods
• Good Knowledge of Instructional Design and Curriculum development
• Familiarity with e-learning platforms and practices
• Proficient in MS Office and Learning Management Systems (LMS)
• Knowledge of the Business.
• Project and People Management Skills.
• Effective in Addressing Change and Transformation.
• Exceptional Networking and Relationship-Building Acumen.
• Effective Communication Skills among Diverse Audiences.

PROFESSIONAL CERTIFICATION

• Valid practicing certificate from IHRM
• Certified Human Resource Professional Kenya CHRP(K) – added advantage