Key Responsibilities:

Learning Strategy & Capability Development

• Develop and implement a bank‑wide Learning & Development strategy aligned to transformation priorities, regulatory requirements and business goals.
• Identify current and future capability gaps through skills audits, competency assessments and consultation with business units.
• Translate transformation and reengineering initiatives into relevant learning pathways and capability‑building programs.
• Develop and maintain the bank’s competency framework to reflect evolving roles, emerging skills and new technologies.

Design & Delivery of Learning Programs

• Design, deliver and evaluate blended learning solutions including learning, leadership development, digital skills training, product knowledge, service excellence and regulatory compliance programs.
• Develop change‑readiness programs that prepare staff for new processes, systems, structures, and culture shifts.
• Implement continuous learning initiatives such as coaching, mentoring, on‑the‑job learning, peer knowledge‑sharing and communities of practice.
• Curate high‑quality learning content using internal expertise and external partners.
• Ensure compliance with regulatory training requirements (e.g., AML/CFT, data protection, conduct risk, operational risk, credit risk and other banking‑related certifications).
• Establish strong quality assurance mechanisms for course design, facilitator standards and assessment practices.
• Maintain accurate learning records and report learning metrics to senior management.

Support for Transformation & Change Management

• Work closely with the Leadership to understand upcoming changes and ensure relevant learning interventions are delivered on time.
• Facilitate learning that supports process reengineering, including lean process methodologies, automation, digital adoption, and new workflow tools.
• Build employee agility, adaptability, collaboration, customer focus and innovation competencies.
• Monitor the impact of learning on transformation outcomes.

Vendor & Budget Management

• Identify, evaluate, and manage external training providers, consultants, and institutions.
• Negotiate contracts and ensure value for money in learning investments.
• Manage the L&D budget, monitor expenditure, and track ROI for learning initiatives.

Leadership Development & Culture Building

• Lead the design and rollout of leadership development programs for supervisors, managers, and executives.
• Support culture transformation by embedding learning practices into daily work routines.
• Promote a learning culture that encourages continuous development, curiosity and innovation.

Working Relationships:

Internal:

• Senior Leadership Team
• HR Business Partners
• Transformation Office
• Operations, Risk, Finance & Business Units

External:

• Training providers and consultants
• Educational institutions
• Regulatory bodies
• Professional associations

Academic Qualifications:

• Bachelor’s degree in human resources, Education, Organizational Development, Psychology, Business, or related field.
• Master’s degree is an added advantage.

Experience:

• 7–10 years of progressive L&D experience ideally within the Banking or financial services sector.
• Demonstrated experience supporting organizational transformation, digital change, or reengineering initiatives.
• Experience designing and delivering blended learning, e-learning and leadership development.