Manager: Learning and Development

PURPOSE OF POSITION:

• To lead and manage the end-to-end Learning and Development function by providing strategic and operational leadership across learning strategy, programme design and delivery, facilitation, Learning Management System (LMS), skills development, SETA compliance, talent development, governance, and organisational capability, ensuring the effective execution of SABC's Learning and Development objectives.

DUTIES AND RESPONSIBILITIES:

STRATEGY DEVELOPMENT & ALIGNMENT

• Translate the approved L&D strategy into operational plans and delivery schedules
• Implement the Workplace Skills Plan (WSP) and track execution against targets
• Ensure alignment of all L&D activities with EE and transformation plans
• Provide input and feedback to improve strategy based on operational insights

LEARNING DELIVERY & OPERATIONAL EFFICIENCY

• Manage and oversee the process of training needs analyses and skills gaps to determine knowledge and skills gaps for the SABC.
• Conduct Training Needs Analysis (TNA) and identify organisational skills gaps
• Implement onboarding and offboarding learning programmes aligned to business needs
• Coordinate the design, scheduling, and delivery of learning interventions (technical, leadership, compliance)
• Manage the end-to-end learning cycle (plan, deliver, evaluate, report)
• Monitor, evaluate, and report on the impact of learning interventions on performance outcomes
• Ensure compliance with all education, training, and skills development legislation
• Develop and maintain quality assurance frameworks for learning delivery
• Consolidate and communicate annual and quarterly training plans
• Optimise the use of Learning Management Systems (LMS) to improve tracking, reporting, and learning administration
• Leverage digital tools and AI-enabled solutions to enhance learning delivery, automation, and data-driven decision-making
• Manage learning-related contracts to ensure provider and learner compliance
• Ensure all learning interventions align to EE and transformation objectives

SKILLS DEVELOPMENT, SETA & PIPELINE MANAGEMENT

• Act as the organisation’s accredited Skills Development Facilitator (SDF) with full accountability for compliance
• Compile, submit, and secure approval of the Workplace Skills Plan (WSP) and Annual Training Report (ATR) for the Group
• Manage mandatory and discretionary grant funding, including applications, tracking, and reporting
• Serve as primary liaison with relevant SETAs (e.g. MICT SETA), ensuring compliance, audit readiness, and grant recovery
• Lead the end-to-end implementation and management of:
• Learnerships
• Internships
• Graduate development programmes
• Experiential learning and bursary initiatives
• Manage
• Own the end-to-end learner lifecycle (recruitment, onboarding, tracking, assessment, completion)
• Identify, onboard, and manage accredited training providers and vendors, ensuring quality and contractual compliance
• Ensure all programmes comply with the Skills Development Act and align to the National Qualifications Framework
• Build and sustain feeder pipelines for scarce and critical skills
• Prepare for and manage SETA audits, verifications, and statutory reporting requirements.

GOVERNANCE, RISK AND COMPLIANCE

• Manage the Learning & Development budget and expenditure to ensure cost-effective delivery and adherence to financial controls
• Develop, implement, and maintain L&D policies, procedures, SOPs, and internal control measures
• Ensure compliance with all relevant legislation, including the Occupational Health and Safety Act and skills development regulations
• Identify, monitor, and mitigate risks to protect organisational integrity and prevent financial loss
• Conduct and monitor internal audits, ensuring implementation of corrective and preventative actions
• Maintain accurate L&D records and always ensure full audit readiness

STAKEHOLDER & SERVICE MANAGEMENT

• Build and manage effective relationships with internal stakeholders, SETAs (e.g. MICT SETA), and external service providers
• Partner with business units to understand capability needs and ensure delivery of relevant L&D solutions
• Support organisational effectiveness and transformation initiatives through targeted L&D interventions
• Ensure high-quality, responsive service delivery and a positive stakeholder experience
• Provide accurate reporting, analytics, and insights to support business decision-making
• Leverage HR and L&D data to inform planning, track performance, and improve service delivery

LEADERSHIP AND PEOPLE MANAGEMENT

• Lead, manage, and develop the L&D team to ensure effective delivery of departmental objectives
• Drive performance management, accountability, and delivery against agreed targets
• Identify capability gaps within the team and implement development plans (PDPs)
• Ensure appropriate resourcing, workload management, and succession planning
• Foster a high-performance, solutions-driven, and delivery-focused team culture
• Maintain effective communication and alignment within the team on priorities and expectations
• Manage employee relations to maintain a productive and professional work environment.

INHERENT/MINIMUM REQUIREMENTS

QUALIFICATIONS

• Relevant bachelor’s degree (NQF Level 7) in Human Resources, Industrial Psychology, or Behavioural Sciences
• Occupationally Directed Education, Training and Development Practices (ODETDP) Qualification (NQF Level 5) - Advantage  

EXPERIENCE

• Minimum 5 years’ experience in Learning & Development / Human Capital Development functions
• Minimum 5 years’ experience in a management or supervisory capacity within Learning and Training & Development

KNOWLEDGE

• Comprehensive knowledge of the end-to-end Learning and Development function, including learning strategy, instructional design, facilitation, learning technologies, Learning Management Systems (LMS), evaluation, and organisational capability development.
• Sound knowledge of South African skills development legislation, including the Skills Development Act, Skills Development Levies Act, National Qualifications Framework (NQF), SAQA, QCTO, SETA requirements, WSP/ATR processes, grant funding, and BBBEE Skills Development requirements.
• Proven experience managing end-to-end learning programmes, including learnerships, internships, graduate development, bursaries, and other talent development initiatives.
• Experience managing Learning Management Systems (LMS), external training providers, accredited vendors, and learning-related contracts.
• Knowledge of competency-based learning, assessment, facilitation, coaching, and integrated talent development practices.
• Strong understanding of governance, compliance, reporting, quality assurance, audit requirements, and learning analytics within a complex organisational environment.:
• National Qualifications Framework
• SAQA and QCTO systems
• Working knowledge of broader labour and training legislation governing Learning & Development in South Africa
• Experience onboarding and managing external training providers and accredited vendors
• Experience managing learnerships, internships, and graduate development programmes end-to-end

Deadline:14th October,2026