Group Learning Manager

Let's Write Africa's Story Together!

Old Mutual is a firm believer in the African opportunity and our diverse talent reflects this.

Job Description

Key Responsibilities:

Learning Strategy, Governance and Assurance

• Lead a team of learning professionals, including specialists in learning governance, reporting, and compliance, to deliver high‑quality, consistent learning solutions across the Group.
• Maintain, review, and update learning policies, frameworks, standards, and standard operating procedures to ensure alignment with organisational, regulatory, and compliance requirements.
• Ensure learning governance practices support audit readiness, risk management, and sustainable organisational capability.

Regulatory and Compliance Learning

• Own and manage regulatory learning as a critical enabler of the organisation’s licence to operate.
• Ensure all mandatory and regulatory learning is aligned to requirements stipulated by relevant regulators and the Compliance function.
• Partner closely with Compliance, Risk, and business stakeholders to ensure regulatory learning is current, effectively implemented, and appropriately evidenced.

Skills Development and B‑BBEE Enablement

• Ensure the organisation’s Skills Development score is maintained at favourable levels through effective planning, delivery, governance, and reporting of learning interventions.
• Oversee learnerships, Group‑wide learnership initiatives, and bursary schemes, ensuring alignment to business, transformation, and talent pipeline objectives.
• Monitor and evaluate the effectiveness and compliance of skills development initiatives in line with legislative and organisational requirements.

Data, Reporting and Insights

• Consolidate learning and skills development data from multiple sources to enable accurate, timely, and meaningful reporting.
• Produce insights and analysis to support regulatory reporting, Skills Development measurement, governance forums, and executive decision‑making.
• Use HR and learning data to diagnose business challenges and identify opportunities to improve performance and engagement.

Leadership and Capability Building

• Provide clear leadership and direction to the learning team, linking team objectives to organisational strategy and values.
• Build professional capability within the team through structured development, coaching, and exposure to best practice.
• Enable learning capability across the organisation through advisory support, informal coaching, and knowledge sharing.

Requirements:

Qualifications

• Bachelor’s degree in Human Resources, Learning and Development, Psychology, Education, Business Administration, or a related discipline.
• Postgraduate qualification in Learning, Human Capital, or Business Management will be advantageous.

Professional Certifications

• Relevant professional certifications such as CIPD (Level 3 or 5), ATD, CPTM, or equivalent learning and development certifications are advantageous.

Experience

• Proven experience leading a learning or capability function within a complex, regulated environment.
• Demonstrated experience in:
• Regulatory and compliance learning, including alignment to regulator and Compliance requirements.
• Learning governance, reporting, and audit readiness.
• Skills Development and B‑BBEE enablement, including management of learnerships, Group‑wide learnership initiatives, and bursary schemes.
• Consolidation and analysis of learning and skills development data for statutory, governance, and executive reporting.
• Experience managing and developing teams of learning professionals, including specialists in governance and reporting.
• Experience managing learning budgets and external learning partners.

Technical and Professional Knowledge

• Strong understanding of adult learning principles, instructional design methodologies, and blended learning delivery models.
• Sound knowledge of:
• Learning governance frameworks, policies, and standard operating procedures.
• Skills Development legislation and reporting requirements.
• Regulatory learning requirements within financial services or similarly regulated sectors. (A MUST!)
• High level of proficiency in Learning Management Systems (LMS), learning technologies, and learning data analytics.
• Ability to translate learning data into insights that support decision‑making, compliance, and business performance.

Leadership and Behavioural Competencies

• Strong leadership capability with the ability to inspire, develop, and lead high‑performing learning teams.
• Strategic mindset with the ability to align learning initiatives to organisational strategy and licence‑to‑operate priorities.
• Excellent stakeholder management skills, with the ability to partner effectively with Compliance, Risk, and senior business leaders.
• Strong communication skills, with the ability to influence, advise, and present at senior levels.
• High levels of accountability, planning, and execution, with the ability to manage complexity and drive results.

Manage a team of professionals to design and deliver training that supports the organization's strategy, values, and goals, providing employees with the necessary tools and information required to complete their tasks successfully.

Responsibilities

Learning and Development (L&D) Program Design

Design and manage the development of complex learning and development (L&D) programs (e.g., leadership development) to meet individual and organizational learning needs within specified timescales and resources; identify and incorporate appropriate L&D methodologies and delivery channels; oversee the development of content to support high levels of learner engagement and achievement of learning outcomes.

Learning and Development (L&D) Program Delivery

Manage the delivery of complex learning and development (L&D) programs to ensure the engagement of learners and achievement of intended learning outcomes; engage with individual senior managers to deliver leadership development training or coaching and to support their personal development.

Learning Needs Analysis

Engage with department line management to clarify short- and medium-term organizational requirements, to set priorities for learning and development (L&D) interventions, and to define required learning outcomes; specify and manage the collection and analysis of data to inform learning needs analysis.

HR Data Analytics and Insights

Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.

HR Data Management

Specify, develop, and test HR data collection procedures and tools within an area of HR practice to meet defined key principles and ensure compliance with external requirements.

Leadership and Direction

Communicate the actions needed to implement the function's strategy and business plan within the team; explain the relationship to the broader organization's mission, vision, and values; motivate people to commit to these and to do extraordinary things to achieve local business goals.

Policy Development and Implementation

Develop procedures and interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider business on application of policy, then monitor implementation of those procedures within the organization.

Organizational Capability Building

Use the organization's formal development framework to identify the team's individual development needs. Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build their professional capabilities. Provide informal training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.

Budgeting

Deliver a budget for an area of the organization or conduct complex analyses on budget progress in other areas of the organization.

External Consultant or Contractor Engagement

Prepare briefings and information for external consultants or advisers to support the delivery of key projects and/or ad hoc services. Monitor and evaluate outcomes and recommend remedial actions where necessary.

Performance Management

Develop and propose own performance objectives; take appropriate actions to ensure achievement of agreed objectives, using the organization's performance management systems to improve personal performance. Or manage and report on team performance; set appropriate performance objectives for direct reports or project/account team members and hold people accountable for achieving them, taking appropriate corrective action where necessary to ensure the achievement of team/personal objectives.

Skills

Adaptive Thinking, Change Management, Data Analysis, Data Compilation, Data Management, Educational Program Design, Executing Plans, Knowledge Management, Learning and Development (L&D), Learning Design, Online Learning, Policies & Procedures, Professional Presentation, Report Review, Servant Leadership

Competencies

Builds Effective Teams

Business Insight

Collaborates

Communicates Effectively

Develops Talent

Drives Engagement

Drives Results

Ensures Accountability

Education

NQF Level 9 – Masters

Closing Date

22 March 2026 , 23:59

The appointment will be made from the designated group in line with the Employment Equity Plan of Old Mutual South Africa and the specific business unit in question.

The Old Mutual Story!