PURPOSE

Reporting to the Head of Talent, the Talent, Learning & Development Officer will provide expertise and support in the design, development and implementation of the Global Talent, Learning and Development initiatives; encompassing leadership development, learning and training programs.

KEY RESPONSIBILITIES

• Global Talent, Learning and Development programmes implementation: Under guidance of the Head of Talent, support development and implementation of the global and regional Talent, L&D initiatives.
• Learning needs: Understand, assess and report Countries/Programmes/Units/Functions learning needs and priorities, based on the organizational and people strategies.
• L&D solutions: Support in the identification, design and implementation of solutions and interventions to learning needs. Ensure consistent, effective design and implementation of training programs and materials aligned to the organizational mission and core values.
• Talent and learning data: Collect, analyse and maintain data gathered to inform targeted leadership development.
• Organizational needs and learning impact: Proactively provide input and continuous feedback to the Head of Talent about: 1) Organizational needs and development priorities; 2) impact of the L&D within the countries by leveraging analytics.
• Resourcing and on-boarding: Support Talent Acquisition in the delivery of local induction and on- boarding programs.
• Budget: Provide support in preparation and consolidation of Talent, Learning and Development budgets for headquarters and countries.
• Development partnership: Apply coaching principles and concept in engaging and supporting stakeholders in the process of building and execution of the people development plans.
• Career development programs: Support execution of employee promotion and career-pathing initiatives. Assess mobility opportunities and facilitate the implementation of the staff mobility programme between Amref offices.
• Networking and sharing: Be part of the L&D community, actively collaborating with ideas on new solutions, external benchmarks and learning technologies.
• Performance management: Provide support and advice to staff and managers in the overall process, including organizing for sessions to ensure the process is well understood; Review the performance appraisal and advise the Head of Talent on performance-related issues.
• Succession planning: In liaison with the Head of Talent and line managers, build suggested career paths for staff; with related suggested learning and development activities to nurture the retention of our talents.
• Continuous improvement: Refine existing systems and processes, and set up new processes as required.
• Organizational well-being:
• Build and manage, with the Head of Talent, regular staff surveys to identify staff and managerial expectations, well-being level and points of satisfaction or dissatisfaction; based on key areas that impact motivation and retention;
• Assess diversity and inclusion in the organisation such as gender, nationalities, etc.; promote and enhance our policy to foster diversity and inclusion in our staff;
• Follow up results and propose a related action plan;
• Build and manage internal communications to foster well-being and organisational culture and values.

Qualifications

Education and Professional Qualifications

• Bachelor’s degree in Human Resource Management, Learning & Development or closely related field
• Recognized professional membership with IHRM or any other reputable organization
• Certification in Coaching is an added advantage

Experience

• Minimum of five (5) years of experience in HR, with two (2) to three (3) years focused on talent management, leadership development, and learning and development
• Experience in a fast-paced, complex and matrix organization
• Experience in the use of Learning Management Systems – requirements gathering, implementation and management
• In-depth knowledge of learning and development principles and practices
• Exposure to leadership development principles and practice