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at 4 First Place, Bank City, Johannesburg, Gauteng, South Africa in FNB Business Human Resources
Ends 21 Jan 2019

Learning Specialist C

about us

Helpful Effective Ethical Innovative Accountable and you have one simple goal: to improve the lives of customers through simple, effective solutions that meet their needs, contact us today and join a winning team. All appointments will be made in line with the Bank’s Employment Equity plan The Bank actively supports the recruitment and advancement of individuals with disabilities. We recommend that candidates be encouraged to declare their disability and consult the Bank should they require reasonable accommodation.


To provide and co-ordinate the end-to-end process of learning management, including defining, designing, delivering, driving, deploying and documenting learning interventions in partnership with Line, HR and identified stakeholders, and according to set standards. To align and integrate all learning solutions to business and talent requirements.

experience and qualifications

  • Relevant B Degree.
  • ETDP Certification.
  • 3 to 5 Years relevant Learning and Development experience.
  • Tech savvy / experience with learning on multimedia platforms.

additional requirements

There are no additional requirements associated with this vacancy.


  • Identify process improvements in order to save costs.
  • Identify, control and escalate potential risks which may lead to increased costs.
  • Manage costs or expenses within approved budget to achieve cost efficiencies.
  • Deliver against operational and cost targets.
  • Ensure team adherence to specified policies, standards and procedures to prevent and reduce wastage and escalate associated risks.
  • Implement, manage and report on cost improvement objectives and communicate or escalate any shortfalls.
  • Prioritise resource allocation in order to minimise and reduce wastage in order to minimise fruitless expenditure.
  • Ensure alignment of training spend to key business strategic imperatives in accordance with the talent management strategy.
  • Source, where required, suitable training providers, in line with procurement guidelines and budget constraints, for the development of learning interventions.
  • Measure and Evaluate the ROE for all solutions as per set standards.
  • Measure and Evaluate the ROI of selected solutions with strategic impact according to set standards
  • Produce relevant ROE/ROI reports according to set standards.
  • Deliver exceptional service through educating the client, offering an appropriate solution and ensuring the relationship is maintained.
  • Continuously monitor actual process turnaround times and quality standards and resolve issues speedily to enhance effective client service delivery.
  • Analyse, record and measure impact based on defined outcomes and success criteria post the learning solution according to the FNB framework and practice standards.
  • Prepare management reports and compliance reports to report return on expectation/investment.
  • Use information as input to define process where relevant.
  • Manage the certification process.
  • Take all necessary actions to ensure compliance with relevant statutory, legislative, policy and governance requirements in area of accountability.
  • Maintain expert knowledge on relevant legislative amendments, industry best practices and FNB’s internal compliance procedures and requirements.
  • Ensure compliance is adopted in terms of systems and procedures as laid out by FNB.
  • Implement and provide input into the development of governance and compliance procedures and processes within area of specialisation and identify risks.
  • Ensure optimal usage and protection of business assets.
  • Adhere to FNB’s relevant learning policies, processes, practice framework and standards.
  • Influence the learning culture that effects and improves the learning agility of the business.
  • Consult with relevant stakeholders to understand business requirements and document in measurable terms or business objectives.
  • Identify collaboration opportunities, IT integration points, value add and expected behaviours, performance drivers and results.
  • Integrate L and D into the HR Value chain.
  • Contract with business on proposed solution and define accountabilities.
  • Engage with the relevant stakeholders to ensure context support and desired behavioural change.
  • Put support structures in place and assess workplace application.
  • Reinforce learning experience with a focus on business and assist employee and line manager with alignment to relevant people practices.
  • Axonify business critical content.
  • Specify program outcomes (including expected results and application for performance improvement).
  • Conduct research, define learning experience including workplace application, draft curriculum and course design (internal/outsourced).
  • Create learning content, calculate cost, allocate resources, develop marketing and communication plans.
  • Provide continuous support to learner, manager and facilitator.
  • Engage with the learner’s manager and elicit feedback.
  • Facilitate the program and drive for active learning.
  • Deliver the program with measurable impact.
  • Benchmark learning solutions against industry and global trends.
  • Design and develop innovative high impact learning solutions that are aligned to best practice with high business impact.
  • Identify training/development needs and pro-actively identify effective solutions to address own and employee development gaps.
  • Ensure that each employee prepares a personal development plan, review these plans and ensure implementation.
  • Create an environment conducive to cross-functional skills transfer.
  • Plan training interventions which support FNB and Group strategies.
  • Understand which competencies and skills are required to be mastered to ensure personal and employee development and performance.
  • Keep abreast of learning opportunities, changing products & trends.
  • Manage team in respect of disciplinary involvement; recruitment decisions; performance moderation; talent management process; and recognition and retention employees.


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