Senior Learning Partner

at Standard Bank
Location Johannesburg, South Africa
Date Posted Sep 15, 2020
Category Banking Jobs
Job Type Full-time


  • To execute on a fit-for-purpose business area(s) specific learning strategy(s) to support and promote current, evolving and future skill requirements in a commercially viable agile manner, ensuring alignment to Group Learning Standards. Embed a culture of learning within the business area(s) with the use of best practice learning experiences, practical guidance and thought leadership, leveraging opportunities to drive learning efficiencies and agility across business area(s).

    Key Responsibilities/Accountabilities


    • Collaborate with the HC and business community to analyse current and future business area(s) specific learning needs and functional requirements based on sector, product and client segment, aligned to the business area(s) strategy and associated business outcomes. Embed a culture of learning within the business area(s) through the use of best practice learning experiences, practical guidance and thought leadership, continuously creating awareness of the learning experiences available.
    • Define the business area(s)'s annual learning programme/dashboard as well as the longer term (2-3 year) learning approach, taking into account the broader Group learning strategy and learning experiences being driven from other areas into the specific business area(s) (where applicable). Continuously identify areas in the business area that can work more efficiently or where cost can be reduced.

    Risk, Regulatory, Prudential & Compliance
    • Participate in the development of regulatory scorecard scenarios and the likely impact of learning on regulatory scorecards, monitor performance and advise on corrective measures. Drive the implementation of strategies to maximise learning funding for core skills programme development. Adhere and align to Group Learning minimum standards for learning curation and development. Ensure that all stakeholders across the learning value chain in country are aware of the required governance standards.
    • Engage with the Group Learning Governance and Assurance team to support the process of regulatory engagement on the formal accreditation of learning programmes where required. Work closely with the teams that liaise with local regulators and training bodies to identify alternative funding opportunities. Ensure that such funding options are maximised for the specific business area(s).
    • Ensure that all parts of the supported business line understand the learning and development policy, process and governance standards. Monitor the adherence to group standards and create corrective actions for any deviations. Ensure that regulatory plans and reports are populated with business area information well in time for group consolidation and submission. Review the inputs and provide attestation on the correctness of the information from a business area point of view.
    • Ensure that personal privacy is adequately protected reports and data gathered across the system life cycle, taking into account the implications of cross-border date usage to mitigate the Group's reputational risk. Ensure that direct reports understand control requirements related to physical and systems access control and other information security requirements. Interrogate the appropriate use of data to create insights to optimise the solution offering and inform decision-making processes.

    • Define and arrange for targeted performance diagnostics in specific parts of the business based on requests received from HC or business leadership. Analyse barriers to performance, substantiate the findings and provide targeted feedback on recommended improvement actions. Work with the business area to create a performance baseline prior to the launch of any new learning journey. Measure the performance improvement and provide feedback to HC and the business on the impact of the intervention.
    • Regularly review the relevance of all experiences used in the business area. Identify redundant solutions or content and communicate required changes to the relevant teams. Ensure that redundant offerings are retired from the learning systems. Provide regular feedback to learning solutions development teams on the end user experience elements as well as the effectiveness of the solutions. Collaborate with key development stakeholders to continuously improve the effectiveness of the solutions.
    • Perform quality assurance reviews of the experiences development process by reviewing a sample of the information and supporting materials. Ensure that standards in terms of learning content and use of assessors and moderators are adhered to. Conduct formal performance reviews. Create remediation plans for poor performance and make recommendations on termination of services. Review assurance and audit reports and develop remediation plans.
    • Collaborate with other learning colleagues, under the guidance of learning operations, in developing a preferred suppliers list for learning and development. Participate in the development of technical specifications of tender documents and in selection panels for vendors that will service the supported business area. Monitor adherence to service level agreements and address shortcomings as applicable.
    • Provide guidance and expertise to stakeholders, with respect to the strategic, core, and enabling learning organisation capabilities. Embed this knowledge through knowledge-sharing engagements with relevant stakeholders. Engage with learning community in country to ensure that learning interventions from country aligned to the learning strategy.
    • Lead engagement with stakeholders and vendors to craft appropriate core and universal learning experiences. Receive, investigate and monitor escalated queries and action accordingly. Allocate appropriate resources when trends are identified in order to maintain sound stakeholder relationships.
    • Foster effective teamwork, collaboration between employees, subordinates, internal and external stakeholders, while ensuring individuals perform optimally to achieve team objectives. Guide, coach and mentor, advise and councel direct reports and other informal reports to foster excellence. Set objectives for the team and manage their performance in accordance with the performance management framework. Facilitate positive communication to staff through appropriate structures and systems.
    • Understand the current and future skill requirements and commercial learning landscapes. Identify clear learning objectives to achieve the business outcomes in the context of the current learning landscape and the needs of the learner.  Ensure alignment with the broader Group Learning strategy. Identify Group core and universal learning experiences to supplement the business specific learning initiatives.
    • Develop measures to monitor the progress of learning priorities closely aligned to the defined business outcomes. Validate and obtain approval for these with business area leaders and Human Capital Business Partners. Recommend enhancements of learning standards and experiences in line with Group Learning, based on a thorough analysis based on how well learning requirements are met. Participate in management forums, contributing expertise to enable sound decision making.
    • Work closely with business subject matter experts, external partners (where necessary) and learning partners, define the learning journey(s) required to enable business outcomes that meet the needs of the learner.  Take into account the content delivery platforms, content curators, course materials, and user support or learning resources to enable high-impact innovative delivery aligned to Group Learning standards. • Identify where the same learning requirements sit across business areas. Engage with Group Learning and establish frameworks for driving design, development/curation and delivery efficiencies across multiple areas. Present the learning plan to business leadership in collaboration with the HC team and obtain approval on its implementation.
    • Ensure that the design of learning experience incorporates the optimal use leading learning practices and experience driven learning design and oversee the development of the learning experiences by acting as the sponsor for the learning projects.
    • Optimise use of, and drive the efficacy of digital libraries, learning journeys, micro learning etc. for all related learning interventions (micro- and macro-learning). Use, and encourage the use of, digital libraries as a tool to address critical learning issues applicable to the organisation's context. Collaborate with the learning community on the development and curation of customised learning experience solutions for employees that enable business areas workforce capability priorities
    • Develop excellent working relationships with all parts of the business to ensure the ability to give effective guidance and learning experience development advice to the learning development team. Monitor the impact of all learning development programmes in developing the skill level of the employee. Monitor the execution of experiences testing and pilot runs. Determine whether experiences are ready for deployment and provide assurance to release the experiences.
    • Partner with line management and learning communities across the business area(s) to instil the learning culture prescribed. Develop a strategy for marketing learning experiences throughout the business, in collaboration with the Learning Adoption team, ensuring that the offerings are clearly communicated on a regular basis. Execute on learning experience initiatives across sector, product and client segment to enable a consistently positive and effective experience for all users.
    • Arrange or conduct competency based assessments to determine the level of proficiency of employees against the identified competencies. Review the assessment results and develop the business area learning plan to address all gaps identified.

    Technology & Architecture
    • Make use of learning technologies across the digital learning architecture for the enhancement and innovation of learning and skills ensuring user's interaction is as simple and efficient as possible. Determine required customisation to geographical or business requirements and monitor its deployment. Motivate the adoption of digital learning tools available, understand learner characteristics and learner impact methods to integrate Learning with the way of work.

    Financial Management
    • Act as business advisor during the annual budgeting process as well as the review processes on the allocation of learning budgets. Take into account business priorities, scorecard objectives/regulatory targets as well as the anticipated cost of planned learning experience solutions. Critically review all third party learning spend for design, development or delivery of training on at least a quarterly basis. Monitor vendor performance is in line with contractual commitments.


    Preferred Qualification and Experience

    Post Graduate Degree - Human Resources
    Masters Degree - Human Resources

    Human Capital Learning and Development 8-10 years Significant corporate experience in determining performance barriers and creating interactive and job relevant learning solutions in support of improved performance


    Knowledge/Technical Skills/Expertise


    Business Acumen (HR)
    The ability to analyse business financial performance as well as competitor and external factors as it would apply to the people practices in the organisation. The ability to analyse business specific language as well as business processes in order to support them effectively.

    Change Management (HR)
    The ability to ensure that isolated and independent organisational change actions are integrated and sustained through a disciplined change process. Ability to apply change management principles and techniques for planning and implementing change in an organisation.

    Data Analysis
    The ability to analyse statistics and other data, interpret and evaluate results, and create reports and presentations for use by others.

    Learning & Development Implementation
    The ability to translate learning strategies into practical implementation actions and the monitoring of progress against these plans.

    Learning & Development Strategy
    Ability to analyse current and future competence gaps and develop and provide a full range of learning options to help employees with the skills to meet organisational goals.

    Learning Technology
    The ability to use the functionality available in learning technology tools including the learning management system, assessment tools, content development tools and social media applications used for learning.

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