Talent Development Manager

Main Purpose

• The L&D Manager will drive a culture of continuous learning, digital capability, leadership growth, and career development while ensuring compliance with all legislative and skills development requirements
• The Learning and Development (L&D) Manager is responsible for leading the design, implementation, and continuous improvement of the organisation’s learning, leadership development, skills development, and capability-building strategy.
• The role ensures that all learning interventions are aligned to business strategy, workforce planning, organisational capability requirements, succession planning, and talent development priorities across the Maziv Group.

ACCOUNTABILITIES & RESPONSIBILITIES (KEY PERFORMANCE AREAS & TASKS)

 Learning & Development Strategy

• Build annual learning plans informed by Workforce planning, Skills gap analysis, PDP outcomes, Succession planning, Talent mapping outcomes and Climate survey insights.

• Drive a learning culture that supports innovation, continuous improvement, and organisational capability.
• Partner with HRBPs and business leaders to identify current and future capability requirements.

Leadership & Talent Development

• Support succession planning through targeted development initiatives for critical and scarce skills.
• Implement career development frameworks and growth pathways across the business.
• Drive graduate, internship, bursary, and learnership development initiatives.
• Support high-potential employee development programmes aligned to the 9-box talent framework.

Learning Operations & Programme Management

• Oversee the implementation and governance of all learning interventions and programmes.

• Ensure effective coordination of Training calendars, Vendor management, Training logistics, Programme evaluations, and Budget management.
• Monitor training effectiveness and ROI through evaluation methodologies and reporting.
• Ensure all learning records and reporting are maintained accurately.

Skills Development & Compliance

• Oversee Skills Development compliance requirements including:
• Workplace Skills Plan (WSP), Annual Training Report (ATR), Mandatory Grant submissions, BBBEE skills development requirements.
• Ensure alignment to SETA and legislative requirements.
• Manage relationships with SETAs, training providers, and external stakeholders.
• Drive optimisation of skills development funding opportunities and grants.

Digital Learning & LMS Management

• Drive adoption and optimisation of the Learning Management System (LMS).
• Support the implementation of digital learning solutions, e-learning, and blended learning methodologies.
• Analyse LMS usage, completion rates, and learning analytics to improve learning engagement.
• Promote self-directed learning and digital capability development.

Stakeholder Management

• Build strong relationships with business leaders, HRBPs, and Centres of Excellence.
• Act as a trusted advisor on organisational capability and learning solutions.
• Present learning insights, trends, and reports to HR Leadership and EXCO where required.
• Ensure alignment between business priorities and learning interventions.

Budget & Governance

• Manage the Learning & Development budget effectively.
• Monitor training spend, vendor performance, and programme cost effectiveness.
• Ensure governance, policies, and procedures relating to learning and development are implemented and adhered to.
• Ensure all training providers meet quality and compliance standards.

Evaluation & Reporting

• Measure effectiveness of learning programmes using KPIs and ROI metrics.
• Track employee engagement, learning uptake, and performance improvement.
• Provide regular reports and insights to HR.

Team Leadership & Talent Consultant Management

• Lead, coach, and manage the Talent Consultant team to ensure effective service delivery across all business units.
• Ensure Talent Consultants effectively partner with HRBPs and line managers to implement PDPs, skills development plans, learning interventions, bursaries, Learnerships, Internship programmes and succession development initiatives.
• Standardise learning and development processes, tools, templates, and governance across the organisation.
• Monitor Talent Consultant performance against agreed KPIs and service delivery standards.
• Drive consistency in stakeholder engagement and business partnering practices.
• Ensure equitable allocation of business units and workload management across the Talent Consultant team.
• Build capability within the Talent Consultant team through coaching, mentorship, and continuous development.
• Escalate organisational capability risks, skills gaps, and development trends to the Head of Talent Management & Development