The purpose of this role is the shaping and implementing the Organisation's strategy for leadership development and continuous learning. This role is essential for fostering a culture of growth, adaptability, and innovation within the Organization. The Senior Manager will play a pivotal role in driving leadership excellence and employee development, ensuring the Organisation remains competitive and future ready. The incumbent will work closely with the Head of Department or Business Unit Leader (BUL), People Business Partners, and internal non-People Portfolio stakeholders to ensure the smooth delivery of key People learning strategy processes in a manner that activates the key variables that impact employee experience in the organisation. This vacancy is based in Pretoria. Strategic Functions As may be required, designs, and develops a long-term leadership development strategy that aligns with the Organization's mission, values, and goals. Inputs towards and contributes to the development of the People Strategy, and the operational alignment and implementation thereof, to help achieve long-term objectives. Based on sound understanding of the Organization's business goals, business and operating models and core processes (business acumen), influences and aligns the People strategy into clear business unit people objectives and action plans to support the achievement of the overall Organisation objectives. Provides strategic support to the BUL on the implementation and monitoring of the People strategy at portfolio level. Facilitates alignment of the leadership development strategy with the broader functional and business objectives of the Organization. Periodically provides strategic internal and external insights into programme-level initiatives aimed at impacting employee experience and ensure higher performance and retention. Responsibilities In respect of Leadership Development Strategy Develops, for approval, and executes a comprehensive leadership development strategy aligned with the Organization's goals and values. Identifies leadership competencies and skills required at all levels of the Organization. Designs leadership programs and initiatives to nurture leadership talent, including mentoring, coaching, and succession planning. In respect of Leadership Development Planning Develops a long-term leadership development strategy that aligns with the organization's mission, values, and goals. Identifies key leadership competencies and skills needed at different levels within the company. Creates a roadmap for succession planning and talent development to ensure a pipeline of effective leaders. In respect of Learning and Development Initiatives Creates and manages a holistic learning and development framework that addresses the diverse needs of employees. Collaborates with various stakeholders to curate and deliver training programs, workshops, and e-learning modules. Monitors the effectiveness of learning initiatives through feedback, assessment, and metrics. Designs and oversees the implementation of a diverse range of learning programs, including workshops, training sessions, e-learning modules, and coaching initiatives. Ensures that learning initiatives cater to the needs of various employee groups, from new hires to senior executives. Evaluates and selects appropriate delivery methods and technologies to enhance the learning experience. Evaluates and selects appropriate delivery methods and technologies to enhance the learning experience. In respect of a Learning Organisational Culture Identifies opportunities to promote a culture of continuous learning, adaptability, and innovation throughout the Organization. Champions learning agility and inspire employees to embrace change and acquire new skills. In respect of Measurement and Evaluation Establishes clear metrics and key performance indicators to assess the effectiveness of leadership and learning programs. Regularly evaluates the impact of training and development initiatives and uses data-driven insights to make improvements. Demonstrates the return on investment (ROI) of leadership and learning strategies to stakeholders. In respect of Compliance and Quality Assurance Ensures that all leadership and learning programs adhere to industry standards, regulations, and best practices. Maintains high-quality standards in program content and delivery while continuously seeking ways to enhance the learning experience. Drives a culture of innovation and continuous learning throughout the Organization. Implements change management strategies to facilitate the adaptation of new leadership and learning practices. Fosters an environment where employees are encouraged to embrace change and explore new ideas. Liaison with, and updates progress to senior management team within the CPO portfolio. Assists People Partners in accordance with the leadership development plan for the year and the required annual skills development returns (WSP/ATR Reports due to SETAs) Post-graduate Degree in Human Resources/ Business Management. Minimum 8 years' experience of which 3 years should have been at manager level within the Human Resources or People environment. Added advantage: Masters level qualification in Human Resources Management or business. Senior professional registration with a recognised Human Resources professional body. Added advantage : P ublic sector projects experience or private sector Projects Consulting experience. R1 500 000 per annum, TCTC Apply Now

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Leadership Development Manager Pretoria - Pretoria

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