Head, Learning & Development at Alfred & Victoria Associates

Job Summary & Purpose

• Responsible for implementing a continuous performance improvement culture and behavioural change across the business by positioning Training and Development as a tool to achieving overall business strategy.

Organisational Relationships:

• Reports to: Group Head, Human Resources and Office Services
• Direct Reports:
  • Deputy Head, NCDMB, Learning and Development
  • Learning Management System Administrator
• Internal Relationships: All staff
• External Relationship:
• External Auditors
• Vendors/Service Providers
• Govt. Agencies

Responsibilities

• Co-ordinate a learning needs analysis process and develop a Learning Strategy for the Group in consultation with stakeholders.
• Draft effective training strategies and coordinate the implementation of these strategies, training policies and procedures.
• Develop and manage annual training and development plans and budget, tailored to employ employee and organisation needs as well as specific ITF requirements.
• Appoint, quality assure and manage contracts with external trainers and training providers.
• Act as internal verifier/assessor of training programmes as required, appointing others also to perform these roles as necessary.
• Oversee the development, maintenance and expansion of an e-learning platform, e-learning courses and e-resource library as part of the training offer.
• Set and monitor standards for training and learning across the Group.
• Evaluate training and learning and their impact on the employee’s knowledge and practice, and use this to achieve continuous improvement.
• Lead, manage and ensure high performance within the Learning and Development team in line the Group’s values and management principles, ensuring that all work is focused on the company’s strategy and annual plan objectives.
• Monitor to ensure that the Learning and Development function is administered efficiently and effectively.
• Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
• Effectively liaise with external training /professional bodies and draft various business strategies and initiatives to create competitive market share via market analysis, exhibitions and technical skills.
• Act to ensure strict adherence to QHSE policies and procedures and comply with safe work methods as required.
• Perform any other duty that may be assigned by Supervisor/line Manager.

Person Specifications

• Academic Qualification: Minimum B.Sc in Human Relation or equivalent, M.Sc. in Human Resources or training related courses is a plus
• Professional Qualification: Relevant professional qualification e.g. Chartered Institute of Personnel Management (CIPM), Society for Human Resource Management (SHRM)
• Experience: Minimum of 8 years relevant experience, 3 of which must be in a supervisory role.

Key Skills & Competencies:

• Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
• Knowledge of applicable Laws on trainings and development.
• Training analysis / evaluation.
• Facilitation and Organising skills.
• Human Resource Capacity.
• Ethical Conduct.
• Strategic Thinking.
• Leadership.
• Decision Making.
• Financial Management.
• Communication Proficiency.
• Presentation Skills.
• Knowledge of MS Word, MS Excel, PowerPoint, Autocad and computer graphics etc.

Key Performance Metrics
Performance Area:

• Training Management
• Training and development Effectiveness and Efficiency
• Training Delivery and Coverage
• Budgeting
• Leadership
• Customer Service
• Communication
• QHSE

Performance Indicators:

• Availability of performance management tools and training materials.
• Turnaround time for organizing training logistics.
• Relevance of training programmes to development needs of staff.
• Percentage of Training plan achieved.
• Impact of training and development initiatives on organisational performance.
• Timely development and submission of training plans to management.
• Average class attendance rate.
• Average training cost per employee.
• Quality of work outputs/deliverables from trained staff.
• Quality of training materials developed.
• Feedback from trainees on the usefulness of training attended.
• Effectiveness and impact of training conduction.
• Total training hours delivered vs planned training hours.
• Number of staff trained Vs Planned number.
• Effectiveness of Learning Management System and other Learning/ Training IT Solutions.
• Number of times schedule is not met.
• Level of Deviation from planned budget.
• Level of Training Cost saving achieved.
• Level of Coaching, Mentoring and training of departmental staff.
• Respect for individuals.
• Achievement of set/agreed objectives.
• Effectiveness of service delivery and support to the business.
• Turnaround Time (TAT) on delivery of assigned tasks.
• Effectiveness and timeliness of upward and downward communication and feedback.
• Strict adherence and compliance to QHSE policies and safe work rules.

Salary
Very Attractive.