Learning & Change Specialist, Carnival City

Main purpose of the job:
The Learning & Change Specialist will be responsible for the planning and implementation of the units training needs analysis in collaboration with the business, with the aim of assessing and evaluating business needs and development gaps; advising on learning solutions and initiatives to assist in closing performance gaps and achieving business objectives, in line with legislation, BBBEE targets, Company standards and Suns Learning and Development framework. The role will also be responsible for the management of all development programmes at the unit such as internships, learnerships, graduate programmes, onboarding, etc.

In addition, the role will also be required to co-ordinate and support the delivery of change management projects across business operations with specific regards to the people impacts of change due to process development/transformation and/or technology implementation. This will include providing plans, change management and administrative support for various projects, and to assist operators in identifying development gaps and programmes aligned to the change to ensure organisational readiness. The role will collaborate with the learning service providers on delivering content for functional programs and ensuring this content is embedded into operations through a change and communication process.

Education & Experience:

• 3-Year Degree in learning and / or ODETDP
• Minimum 6 years experience as a Learning & Development facilitator including experience in learning design
• Experience in change management

Skills & Knowledge:

• Interviewing Skills
• Skills Development legislation, BBBEE regulations on SD
• Learning needs analyses
• Learning & development methodologies in development, design
• Facilitation skills
• Change Management
• Business Acumen
• Project Co-ordination
• Proficiency in MS Office; Peoplesoft
• Communication skills (Verbal and Written)
• Personal Credibility & integrity
• Skills Development Reporting writing

Key Performance Areas:

• Gain a good understanding of strategic objectives, deliverables and performance challenges being experienced in the various areas of the business
• Partner with business unit HR and Group Learning and Development Consultants to facilitate learning needs analyses processes and results, relative to strategic and performance objectives
• Make use of relevant learning documentation, tools and templates to document and record learning and development discussions, analyses and reporting
• Troubleshoot queries and resolve challenges being experienced, around development needs learning interventions and learning programmes within the operations
• Conducts analyses of trends, development plans, survey results and assessment results to ensure that learning needs analyses support business strategy and goals
• Where trends are identified, conduct analyses (including observations / interviews) to investigate issues being experienced in the operations, diagnose and identify the route cause of the issue
• Make recommendations on learning initiatives to improve performance and encourage the philosophy of a learning organisation that enables the development of talent and creates a high performing culture
• Construct relevant learning solutions and provide advice to facilitate the implementation of learning solutions and interventions to address challenges and close identified gaps
• Collaborate with Group Learning an Development to source relevant courses or programmes to close gaps
• Assess the transfer of knowledge and skills and facilitate interventions to integrate learning back into the business operations
• In collaboration with business operations, provide advice to facilitate learning solutions and interventions to address challenges and close identified gaps
• Collaborate with the learning provider to monitor detailed work plans and schedules of activities needed to successfully complete the learning content development and design including the allocation of resources, escalating any potential challenges
• Prepare progress reports against the implementation plan
• Conduct ad hoc audits on learning data to ensure compliance and accuracy and integrity of data within allocated business units, highlighting any areas of concern
• Support the preparation of mandatory skills development plans and reports as required
• Implement measurement activities to evaluate the effectiveness of learning content to ensure stakeholder requirements are met and expected transfer of knowledge, skills and ROI is achieved
• Acts as trusted business advisor to influence HR and Learning operations teams, and Functional Managers in the areas of Learning and Development Policy, skills development legislation, BBBEE skills development regulations and the implications of decisions from a Learning perspective
• Supports the relationship with learning providers through regular engagements to ensure learning content design, and performance objectives are achieved
• Assist business units in the facilitation of learning programmes when requiredBe a change agent and communicate on change frameworks, plans and tools for functional learning and change projects; providing the necessary advice around skills and knowledge development
• Apply a structured methodology in leading employee change management activities in line with business changes and plans
• Work with clients to understand their needs and to agree the scope of each change project
• Engage stakeholders, business clients and leaders to obtain buy-in and / or agree on the change roadmap for the project
• Complete change management pre- and post-change assessments, including the potential impact of the change
• Collaborate and communicate with HR in co-ordinating the implementation of change and development programmes at unit level
• Consult and meet with project teams and stakeholders to ensure buy-in for implementation and assess hidden concerns
• Create actionable deliverables in a project plan for change management levers: including the development and implementation of communications plans, sponsor roadmaps, training plans, resistance management plans
• Co-ordinate awareness and communication campaigns to inform relevant individuals of what is happening including newsletters, posters, etc
• Identify, analyze, and prepare risk mitigation solutions to ensure the smooth delivery of the change into operations
• Facilitate the communication and training plans and logistics
• Plan and co-ordinate training interventions to support users / employees in delivering successfully against objectives
• Evaluate and ensure user readiness
• Monitor the execution of projects, escalating any issues and challenges with management
• Set up electronic files to ensure that all information is appropriately documented and secured
• Track budgeted project expenditures

Equity:

• Preference will be given to employees from the designated groups in line with the provisions of the Employment Equity Act, No. 55 of 1998, SISA internal recruitment policy as well as units employment equity plans.

POPI Statement:

• Please note that when applying for any position, reference checks will be completed and personal information as defined in the Protection of Personal Information Act 4 of 2013 will be processed. In applying for this position, applicants will be deemed to have consented to such processing as defined in the included Privacy Statement.
• Please also note that if you have not been contacted within 1 month after the closing date of this advertisement, please accept that your application has been unsuccessful.