The ideal candidate and incumbent of the role is responsible to develop, implement and deliver learning strategies and programs across the group. The Training Manager monitors employee development and training programs, assesses needs and results, develops new programs and modifies existing ones.

Core Responsibilities:

• Drives the Learning and Development function results through effective planning, resource allocation, work allocation, monitoring and decision-making to achieve the division-level KPIs
• Creates and executes Group-wide learning strategies and programs
• Draws an annual training and development calendar that addresses the individualized or departmental needs and expectations
• Evaluates individual and organizational development needs
• Implements various learning methods across Group (e.g., coaching, job-shadowing, online training)
• Develops new training programs and modifies existing ones
• Designs and/or delivers e-learning courses, workshops, and other training
• Conduct Group-wide training needs assessment and identify skills or knowledge gaps that need to be addressed
• Build strong relationships within the Group at all levels in order to understand the priorities of the various business units / departments
• Support GMs/HODs and Line managers improve and identify their team members development needs
• Assess instructional effectiveness and determine the impact of training on employee skills and KPIs
• Partner with internal stakeholders and liaise with experts regarding instructional design
• Maintain updated curriculum database and training records
• Host train-the-trainer sessions for internal subject matter experts
• Gather feedback from trainers and trainees after each educational session
• Track annual L&D budget and negotiates contracts
• Develops and maintains organizational communications such as intranet boards and newsletters to ensure employees have knowledge of learning and development events and resources
• Hire and oversees external training and L&D specialists, with the supervision of the Group HR Manager
• Provide first-line advice to HR Business partners, GMs/HODs and other managers regarding development solutions in line with best practice guidelines
• Conduct regular (internal and external) analysis of trends and themes in HR and L&D to continuously improve the quality of the L&D offering at the company
• Keeps abreast of professional developments, new techniques and current issues through continued education and professional growth
• Define self- performance goals at the start of the year in discussion with the Group HR Manager and ensure that the goals are achieved during the year
• Identify the training and development requirements for self and agrees on them with the Group HR Manager to ensure that the required trainings are arranged and attended.

Deliverables/ Management Responsibilities:

• Defines performance goals at the start of the year in discussion with the Line Manager and ensures that the goals are achieved during the year
• Identifies the training and development requirements for self and agrees on them with the Line Manager to ensure that the required trainings are arranged and attended
• Strives to achieve the highest levels of proficiency on all the competencies and skills required to perform the role