Learning Consultant: Skills Development Facilitator and Learning Governance

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Old Mutual is a firm believer in the African opportunity and our diverse talent reflects this.

Job Description

This role is responsible for driving the Skills Development strategy, processes, and reporting including developing and coordinating the implementation of our annual workplace skills plan and prior year’s annual training reporting (ATR/WSP) in alignment with the industry’s identified scarce and critical skills. In addition, the role will drive the implementation of the Group Learning Governance Framework including maintaining the policy, standards, guidelines, processes, and procedures and driving the execution of Learning Governance Forums. Further, the role will assume the high-level financial reporting to drive alignment of learning spend with learning priorities.

Key Result Areas:

1. Taking on the Primary Group Skills Development Facilitator role and liaison with the SETAs and driving the achievement of the BBBEESD annual score in collaboration with Segments. Own and oversee the annual Skills Development verification process.
2. Managing and supporting the Skills Development Facilitation function through scheduled and formal engagement with stakeholders such as unions, employee, and management representatives and BBBEE Group Transformation Office.
3. Actively participating in and influencing the formation and submission of Segment contributions to the Skills Development and Employment Equity target setting processes in collaboration with the Transformation Office.
4. In collaboration with the Secondary Skills Development Facilitator, managing, implementing, and maintaining all reporting tools and dashboards to improve reporting efficiency and accuracy.
5. Ensuring standard format and accuracy of BBBEESD reports (including Workplace Skills Plans, Annual Training Reports) across all operations and functions in Old Mutual.
6. Managing and reporting on the Old Mutual Skills Levy and grants received process and optimise the opportunity to receive maximum grants allowable back from the SETA’s.
7. In collaboration with the Transformation Office and the Secondary Skills Development Facilitator, working closely with all Segment Skills Development Forum members and advisors.
8. Aligning the BBBEE SD Program Catalogue with the strategic future-fit, scarce, and critical skills in collaboration with the Organisational Capability Development team. This includes overall management of all QCTO Learnerships, Internships programmes and any other strategic SD programmes implemented.
9. Collaborating with Snr Learning Consultants in driving the Skills Transformation Strategy.
10. Owning the implementation of the Group Learning Governance Framework with respect to the policy, standards, guidelines, and driving governance forums.
11. Owning Group Learning’s Finance Reporting and alignment of Group and Segment Budgets to development priorities.
12. Stakeholder management to ensure responsiveness to Learning needs and demands from Segments with the INSETA and other industry professional bodies.

Qualifications and Experience Required:

1. Degree will be an advantage.
2. Relevant Skills Development Facilitation qualification an advantage.
3. At least three years’ experience and depth in BBBEE Skills Development planning, implementation, and reporting.
4. Exposure to SETAs and Skills Development industry forums.
5. Understanding of Learning and Skills Transformation Strategy an advantage.
6. Good written and spoken communication skills.
7. Great influencing and execution and delivery ability.
8. Exposure to Change and Communication an advantage.
9. Passion for Skills Development and driving Skills Development Strategies.
10. Exposure to learning financial tracking and reporting.
11. Experience managing teams and multiple stakeholders.
12. Exposure to Learning Governance Frameworks.

Responsibilities

1. Document Preparation: Edit document in line with organizational style guidelines and prepare information for publication.
2. Learning and Development (L&D) Program Delivery: Deliver training courses or programs, engaging, advising, and guiding learners and evaluating the achievement of intended learning outcomes.
3. Learning and Development (L&D) Program Design: Design and develop learning and development (L&D) programs to meet individual and organizational learning needs within specified timescales and resources; identify and incorporate appropriate L&D methodologies and delivery channels; develop relevant content and high-quality learning resources to create high levels of learner engagement and achievement of learning outcomes.
4. Learning Needs Analysis: Engage with team or department line managers to clarify short-term priorities for learning and development (L&D) interventions; gather relevant data on performance and current levels of competence; identify gaps in relation to required levels and obtain agreement on required outcomes.
5. Policy Development and Implementation: Help develop procedures for an area of the organization and monitor their implementation.
6. Development Center Design and Delivery: Contribute to the creation of development centers; tailor and validate pre-existing exercises and feedback and development planning processes and tools; draft new content as directed; prepare documentation; train assessors to engage assessees, facilitate activities, and support individuals in their development planning.
7. HR Data Analytics and Insights: Deliver complex analyses of HR data; identify key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.
8. HR Data Management: Contribute to the development and testing of HR data collection forms or questionnaires in a specific area of expertise to ensure the collection of relevant data in line with defined requirements.
9. Information and Business Advice: Provide specialist advice on the interpretation and application of policies and procedures, resolving queries and issues and referring very complex or contentious issues to others.
10. Personal Capability Building: Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation, where relevant, to improve performance and fulfill personal potential. Maintain an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.

Skills

1. Adaptive Thinking
2. Computer Literacy
3. Data Analysis
4. Data Compilation
5. Data Management
6. Digital Literacy
7. Educational Program Design
8. Evaluating Information
9. Executing Plans
10. Human Capital Management Systems
11. Large Group Presentations
12. Learning and Development (L&D)
13. Learning Design
14. Online Learning
15. Oral Communications

Competencies

1. Collaborates
2. Communicates Effectively
3. Develops Talent
4. Drives Engagement
5. Ensures Accountability
6. Manages Complexity
7. Optimizes Work Processes

Education

NQF Level 7 - Degree, Advance Diploma or Postgraduate Certificate or equivalent

Closing Date

08 March 2025 , 23:59

The appointment will be made from the designated group in line with the Employment Equity Plan of Old Mutual South Africa and the specific business unit in question.

Old Mutual Limited is pro-vaccination and encourages its workforce to be fully vaccinated against Covid-19.

All prospective employees are required to disclose their vaccination status as part of the recruitment process.

Please refer to the Old Mutual’s Covid-19 vaccination policy for further detail. Kindly note that Old Mutual reserves the right to reinstate the requirement to vaccinate at any point if it is of the view that it is imperative to do so.

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