Jobs at Old Mutual Plc

Job Description

This role is responsible for independently performing all aspects of the learning cycle. The Senior Facilitator is an experienced facilitator with a high level of skill and knowledge with regard to learning, and considerable experience at applying this. The incumbent is individually accountable for achieving results through own efforts.

• Learning Design:
  • Conducts training needs analysis for specified area.
  • Designs/develops and/or adapts existing learning material in support of workplace competence/needs analysis.
  • Pilots developed/adapted learning material prior to formal implementation.
  • Implements the new/adapted learning intervention.
  • Provides support for the designed/developed/adapted learning intervention.

• Personal Effectiveness:
  • Accountable for service delivery through own efforts.
  • Individually accountable for managing own time, tasks and output quality for  periods of 1 day to a maximum of 3 months.
  • Makes increased contributions by broadening individual skills.
  • Collaborates effectively with others to achieve personal results.
  • Accepts and lives the company values.
• Learning  Delivery:
  • Presents formal, informal, standardized and customized learning interventions.
  • Conducts knowledge/skills assessment for each learning intervention.
  • Facilitates transfer of learning through providing assistance and/or support to ensure that workplace assessment is conducted.
• Learning Effectiveness:
  • Analyses trends related to the effectiveness and quality of the learning intervention.
  • Reports on the strengths and shortcomings of the learning events.

Skills

Experiential Learning, Human Capital, Learning Management, Learning Resources, Learning Strategies

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Job Description

• Supports line management with manpower and productivity growth through performance consulting.
• Assists in the development and implementation of manpower retention strategies.
• Assists with the implementation of culture change/transformation.
• Assists with the implementation of change management processes.
• Ensures the appropriate implementation and maintenance of HC processes such as Talent Management, Leadership Development, Recruitment & Selection, and Performance Management, through Performance Consulting.

HC Metrics / Measurement:

• Monthly reporting of MIS
• Organization Design and Development:
• Implements RDP principles in the area and ensures principles are applied to organizational structure.
• Monitors/measures simple / basic culture change/transformation with support from HC Executive.
• Develops a change plan or strategy for use in the change process.
• Designs and runs simple/basic OD interventions at team, sub-divisional and divisional levels in the regions, with support from HC Executive
• Designs and facilitates diversity initiatives with support from HC Executive

Personal Effectiveness:

• Accountable for service delivery through own efforts.
• Individually accountable for managing own time, tasks, and output quality for periods of 1 day to a maximum of 3 months.
• Makes increased contributions by broadening individual skills.
• Collaborates effectively with others to achieve personal results.
• Accepts and lives the company values.

Consulting:

• Identifies needs in client area.
• Provides advice and assistance on HC processes and practices.
• Supports and advice on the design and/or redesign of HC processes and practices in the regions.

Employee Relationship Management:

• Establishes and facilitates an employee consultative process and monitors on action plans.
• Designs and facilitates diversity initiatives.
•  Provides advice and assistance on IR matters.
• Provides advice and assistance on the procedures related to grievances and disciplinary action.

HC Calendar:

• Facilitates the execution of the HC Calendar which includes salary review, pay progression, performance management, and talent.
• Talent Management & Development:
• Puts performance-potential ratings in place for all leaders.
• Contracts for assessment of leaders.
• Identifies pools of successors to key positions.
• Compiles workplace skills plan and annual training report submissions.
• Analyses training and development trends and makes recommendations.
• Assists and advises on career and development planning.
• Designs development programs