Job Description

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Purpose of Role

A new opportunity has opened at Allan and Gill Gray Philanthropies as the Group Learning and Development Manager role, a pivotal position in shaping and driving learning strategies across the Group. You will oversee the end-to-end design, delivery, and evaluation of learning and development frameworks that foster growth, alignment, and performance excellence. You will partner with HR Business Partners (HRBPs) and key stakeholders to ensure impactful solutions tailored to the Group's diverse needs while remaining aligned with industry best practices. This is an exciting opportunity for a strategic thinker and change leader to make a lasting impact on the organisation's success.

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Objectives of Role

Strategic Leadership:

Lead the development and implementation of Group-wide learning and development strategies and policies. Align learning initiatives with organizational goals and values to ensure consistency across all entities. Partner with HRBPs to identify specific needs and implement tailored solutions.

Program Design and Delivery:

Design and roll out impactful onboarding, induction and learning programs, leadership development initiatives, and career pathways. Drive adoption of innovative tools, technologies, and methodologies for employee development. Maintain budgets and relationships with vendors and external consultants.

Change Management:

Champion and influence change across multiple entities, driving alignment and adoption of L&D frameworks. Build strong relationships with stakeholders to secure buy-in and support for initiatives.

Talent Development and Succession Planning:

Work with the HRBP's to Establish a robust talent development pipelines and succession planning strategies. Collaborate with HRBPs to implement Performance Development needs ensuring this suits the entities needs

Evaluation, Reporting and Continuous Improvement:

Develop metrics and reporting processes to measure learning program effectiveness and ROI. Use data-driven insights and feedback to refine development offerings and drive continuous improvement. Prepare and submit the Annual Training Report (ATR) to ensure compliance with regulatory requirements. Submit the Workplace Skills Plan (WSP) to the relevant Sector Education and Training Authority (SETA).
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Experience and Qualifications

A degree in Human Resources, Organizational Development, Psychology, Education, or related fields. Minimum of 8-10 years of experience in learning and development or talent management roles, preferably at a senior level. Extensive experience in designing and managing large-scale learning and development frameworks across multi-entity organizations. Proven track record in change management and driving alignment within complex structures.
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Competencies

Strategic Thinking

: Ability to create and implement forward-looking strategies aligned with organisational goals.

Leadership

: Proven ability to influence, lead change, and inspire stakeholders across diverse teams and entities.

Collaboration

: Exceptional skills in building partnerships with HRBPs and other stakeholders.

Adaptability

: Ability to thrive in a dynamic environment and adjust strategies as needed.

Analytical Skills

: Expertise in evaluating programs and deriving actionable insights for continuous improvement.

Project Management

: Strong organisational skills to oversee large-scale initiatives and meet deadlines effectively. *

Innovation

: ability to develop creative and innovation learning solutions as well as an openness to new ideas and continuous improvement