FNB | Learning Specialist C – IRC161985

• 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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