Learning and Development Manager

The L&D Manager will drive a culture of continuous learning, digital capability, leadership growth, and career development while ensuring compliance with all legislative and skills development requirements The Learning and Development (L&D) Manager is responsible for leading the design, implementation, and continuous improvement of the organisation’s learning, leadership development, skills development, and capability-building strategy. The role ensures that all learning interventions are aligned to business strategy, workforce planning, organisational capability requirements, succession planning, and talent development priorities across the Maziv Group. Description The L&D Manager will drive a culture of continuous learning, digital capability, leadership growth, and career development while ensuring compliance with all legislative and skills development requirements The Learning and Development (L&D) Manager is responsible for leading the design, implementation, and continuous improvement of the organisation’s learning, leadership development, skills development, and capability-building strategy. The role ensures that all learning interventions are aligned to business strategy, workforce planning, organisational capability requirements, succession planning, and talent development priorities across the Maziv Group. Main Purpose The L&D Manager will drive a culture of continuous learning, digital capability, leadership growth, and career development while ensuring compliance with all legislative and skills development requirements The Learning and Development (L&D) Manager is responsible for leading the design, implementation, and continuous improvement of the organisation’s learning, leadership development, skills development, and capability-building strategy. The role ensures that all learning interventions are aligned to business strategy, workforce planning, organisational capability requirements, succession planning, and talent development priorities across the Maziv Group. Accountabilities & Responsibilities (key Performance Areas & Tasks) Learning & Development Strategy Build annual learning plans informed by Workforce planning, Skills gap analysis, PDP outcomes, Succession planning, Talent mapping outcomes and Climate survey insights. Drive a learning culture that supports innovation, continuous improvement, and organisational capability. Partner with HRBPs and business leaders to identify current and future capability requirements. Leadership & Talent Development Support succession planning through targeted development initiatives for critical and scarce skills. Implement career development frameworks and growth pathways across the business. Drive graduate, internship, bursary, and learnership development initiatives. Support high-potential employee development programmes aligned to the 9-box talent framework. Learning Operations & Programme Management Oversee the implementation and governance of all learning interventions and programmes. Ensure effective coordination of Training calendars, Vendor management, Training logistics, Programme evaluations, and Budget management. Monitor training effectiveness and ROI through evaluation methodologies and reporting. Ensure all learning records and reporting are maintained accurately. Skills Development & Compliance Oversee Skills Development compliance requirements including: Workplace Skills Plan (WSP), Annual Training Report (ATR), Mandatory Grant submissions, BBBEE skills development requirements. Ensure alignment to SETA and legislative requirements. Manage relationships with SETAs, training providers, and external stakeholders. Drive optimisation of skills development funding opportunities and grants. Digital Learning & LMS Management Drive adoption and optimisation of the Learning Management System (LMS). Support the implementation of digital learning solutions, e-learning, and blended learning methodologies. Analyse LMS usage, completion rates, and learning analytics to improve learning engagement. Promote self-directed learning and digital capability development. Stakeholder Management Build strong relationships with business leaders, HRBPs, and Centres of Excellence. Act as a trusted advisor on organisational capability and learning solutions. Present learning insights, trends, and reports to HR Leadership and EXCO where required. Ensure alignment between business priorities and learning interventions. Budget & Governance Manage the Learning & Development budget effectively. Monitor training spend, vendor performance, and programme cost effectiveness. Ensure governance, policies, and procedures relating to learning and development are implemented and adhered to. Ensure all training providers meet quality and compliance standards. Evaluation & Reporting Measure effectiveness of learning programmes using KPIs and ROI metrics. Track employee engagement, learning uptake, and performance improvement. Provide regular reports and insights to HR. Team Leadership & Talent Consultant Management Lead, coach, and manage the Talent Consultant team to ensure effective service delivery across all business units. Ensure Talent Consultants effectively partner with HRBPs and line managers to implement PDPs, skills development plans, learning interventions, bursaries, Learnerships, Internship programmes and succession development initiatives. Standardise learning and development processes, tools, templates, and governance across the organisation. Monitor Talent Consultant performance against agreed KPIs and service delivery standards. Drive consistency in stakeholder engagement and business partnering practices. Ensure equitable allocation of business units and workload management across the Talent Consultant team. Build capability within the Talent Consultant team through coaching, mentorship, and continuous development. Escalate organisational capability risks, skills gaps, and development trends to the Head of Talent Management & Development Requirements Competencies and Minimum Requirements: Knowledge, Qualifications And Experience Bachelor’s degree in human resources, Industrial Psychology, Organisational Development, Education, or related field. Postgraduate qualification advantageous. Skills Development Facilitator (SDF) certification advantageous At least 10 years’ experience in Learning & Development, Talent Development, or Organisational Development. Minimum 5 years’ management experience. Working experience of: Leadership development Skills development compliance Talent development Learning strategy LMS management SETA engagement Experience within a large corporate or multi-business environment preferred Work Level Mid-Level Job Type Permanent Salary Market Related EE Position No Location JHB North #J-18808-Ljbffr MAZIV