Learning and Development Specialist at Samsung Electronics

MAIN PURPOSE OF THE JOB

• The Learning & Development Specialist for West Africa will design, implement, and manage end-to-end learning solutions that support performance, capability building, leadership development, and organisational growth across Nigeria, Ghana, Senegal, and other key markets.
• This role ensures training programmes are culturally relevant, scalable, and aligned to business strategy.
• This specialist will partner with HR business partners, country leadership teams, and external vendors to deliver impactful learning experiences that build skills, optimise performance, and drive business outcomes in a multi-market environment.

QUALIFICATIONS

• Bachelor's Degree in Human Resources, Industrial/Organisational Psychology, Education, or related field.
• Formal training or certification in Instructional Design, Facilitation Adult Learning or Learning and Development methodologies - advantageous

EXPERIENCE

• Proven experience delivering L&D solutions in multi-country or regional environments.
• Strong exposure to leadership development, succession planning, and talent programmes.
• Experience working with senior stakeholders and influencing without authority.
• Strong analytical, facilitation, and stakeholder management skills.
• Experience working across diverse cultures; French language skills are advantageous.

KEY OBJECTIVES

• Develop and implement regional learning strategies aligned with corporate goals.
• Build capability across technical, managerial, and leadership competencies.
• Strengthen performance through customised training, coaching, and development initiatives.
• Support talent retention, mobility, and succession planning with development pathways.
• Standardise L&D frameworks while incorporating local context (linguistic and cultural).

KEY RESPONSIBILITIES

Learning & Development Strategy

• Design and implement a regional L&D strategy aligned to business objectives and people priorities.
• Translate organisational strategy into capability-building roadmaps for West Africa.
• Conduct ongoing training needs analysis to address skills gaps and future capability requirements.
• Ensure standardisation of learning frameworks while adapting to local market realities.

Talent Management Support

• Partner with HR to support talent identification, development, and retention initiatives.
• Design development pathways for high-potential and critical talent segments.
• Support performance management processes through targeted learning interventions.
• Enable internal mobility by aligning development plans to career progression frameworks.

Succession Planning

• Facilitate succession planning processes for key and critical roles.
• Develop targeted development plans to build readiness of succession candidates.
• Track and report on bench strength, readiness levels, and development progress.
• Work closely with leadership to mitigate succession risks across the region.

Leadership & Middle Management (New Leaders) Development

• Design and deliver leadership development programmes for senior, middle, and first-time managers.
• Support new leaders through structured onboarding, coaching, and leadership capability building.
• Build people management, performance leadership, and decision-making skills.
• Partner with leadership to embed a consistent leadership culture across markets.

Compliance & Mandatory Training

• Ensure all statutory, regulatory, and mandatory training requirements are met.
• Manage training records, certification, and audit readiness.
• Coordinate with compliance, legal, and risk teams to align learning content.
• Monitor completion rates and escalate non-compliance where necessary.

Training Authority & Stakeholder Management

• Engage and manage relationships with training authorities and regulatory bodies.
• Ensure alignment with national and regional training standards.
• Coordinate accreditation, funding, and reporting requirements (where applicable).
• Represent the organisation in relevant learning and development forums.

Onboarding & Induction

• Design and manage structured onboarding and induction programmes across countries.
• Ensure consistent employee experience while allowing local contextualisation.
• Partner with HR and line managers to accelerate time-to-productivity.
• Measure onboarding effectiveness and continuously improve the process.

Leadership & Management Support

• Act as a trusted advisor to leaders on capability development and team performance.
• Support managers with tools, frameworks, and coaching to develop their teams.
• Provide guidance on managing performance gaps through learning interventions.
• Enable leaders to take ownership of people development.

Liaison between SEWA and Africa (RHQ) Office

• Serve as the local interface between SEWA and Africa (RHQ) Office one country operations on L&D matters.
• Align regional learning initiatives with global frameworks and standards.
• Provide input into global learning programmes based on regional needs.
• Ensure effective communication and implementation of Suwon Office-led initiatives.
• Effectively drive yearly Learning and Development KPIs
• Monitor mandatory training completion rate and ensure 100% training completed by due date
• Liaison between SEWA & Africa office for Leadership training from Suwon Office
• Attend Monthly LnD calls

HR & Managerial Support

• Support HR teams with diagnostics, learning interventions, and people initiatives.
• Provide managers with training recommendations and customised solutions.
• Collaborate on employee engagement and culture-building initiatives.
• Act as an enabler of organisational effectiveness through learning.

Learnership Management

• Identify, register, and manage learnerships aligned to organisational goals.
• Liaise with training providers, training authorities, and internal stakeholders for implementation.
• Monitor learner progress, attendance, assessment, and certification processes.
• Manage contracts, stipends, documentation, and outcomes reporting

Reporting & Systems Management

• Manage learning data through the LMS and other systems.
• Track training attendance, completion, cost, and effectiveness metrics.
• Produce monthly and quarterly L&D dashboards for leadership.
• Use insights and analytics to improve learning design and delivery.

CLIENTS

Internal:

• Country Leadership Teams
• HRBP
• Line Managers
• Regional HQ (RHQ) HR and Learning Centres of Excellence
• Suwon Office (HQ)

External:

• Accredited Training Providers and Learning Vendors
• Training Authorities
• Professional Bodies and Industry Associations
• Learning Technology Providers (LMS, e-learning platforms)
• Universities, Business Schools, and Leadership Institutes (as needed)