Learning and Development Business Partner

Responsibilities

• Partners with Retail Heads of Function to identify key strategic development needs
• Articulate business development requirements and identify suitable solutions with Learning & Development team and SPA Talent Specialists and 
• Attend and participate in key business meetings for the pro-active identification of learning & development opportunities
• Populate a learning strategy (aligned to Group) for each Retail business and partner with the SPA Talent Specialists and Fuse HR Shared Services partners for delivery
• Project manage key Learning and Development initiatives that require multiple functions’ input

Requirements & Experience:

• BCom Degree in Learning and Development or equivalent.
• Proven experience (>8 years) working experience in L&D
• Working understanding of Skills Development, Learning Design and Delivery
• Effective project management, the ability to work on multiple projects simultaneously
• Excellent understanding of relevant skills legislations
• Good understanding of SETA processes and initiatives

Competencies & Skills:

• Deciding and Initiating Action
• Leading and Supervising
• Working with People
• Adhering to Principles and Values

Job-related skills:

• Facilitation skills
• Influencing and persuasion skills
• Project Management skills
• Advanced excel skills for in depth understanding of training reports
• Excellent communication skills
• Leadership capability

Key Performance Areas:

Partners with Retail Heads of Function to identify key strategic development needs

• Ensure a comprehensive understanding of Retail Business Strategy
• Partners with Heads of Function to identify learning and development requirements aligned to business strategy
• Brief requirements into various stakeholders (SPA Talent Specialists and Fuse HR Shared Services partners as well as the business) and ensure delivery aligned to business need
• Report back on progress to business

Articulate business development requirements and identify suitable solutions

• Conduct a needs assessment of current business learning and development offering and identify gaps and outdated content
• Partner with SPA Talent to align with future Group strategy and identify suitable solutions should this not be currently available 
• Play-back to business - learning requirements/opportunities that will enable strategic objectives delivery 
• Brief requirements into various stakeholders (SPA Talent Specialists and Fuse HR Shared Services partners) and ensure delivery aligned to business need
• Report back on progress to business

Attend and participate in key business meetings for the pro-active identification of learning & development opportunities

• Ensure on agenda for the following key business meetings to ensure pro-active identification and report back of learning & development opportunities:
• Monthly Operations Meeting
• Merch/Marketing Meeting 
• Quarterly Management (slot for feedback on Learning & Development) 
• Brief requirements into various stakeholders (SPA Talent Specialists and Fuse HR Shared Services partners) and ensure delivery aligned to business need

Populate a training strategy (aligned to Group) for each Retail business and partner with the SPA Talent Specialists and Fuse HR Shared Services partners for delivery

• Ensure a consolidated training strategy is populated for the Retail Brands 
• Update and reporting thereof
• Utilising information populated by the Fuse HR Shared Services report back on:
• Training spend
• Skills scorecard
• Participation, completion, other

Project manage key Learning and Development initiatives that require multiple functions’ input

• Aligned to training strategy, ensure delivery of key training deliverables where multiple functions are involved (Specialists/Fuse/External) (e.g. TS Specialists, New Academies, other)
• All business specific interventions to be aligned to TFG Talent Management framework – not interventions to be implemented without collaboration with the Specialists and Fuse.