About the position
Role Summary
This role is accountable to deliver a regionally or business unit specific tailored learning and development solutions aligned with the business strategy. This role identifies capability gaps, designs and facilitates learning interventions and collaborates with the central L&D practice team to ensure delivery excellence within a decentralised structure. The role enables a strong culture of continuous learning while ensuring alignment with national standards and frameworks.
Requirements
Minimum Requirements:
3-5 years in HR and Learning & Development with regional or multi-site exposure
Relevant degree in HR, Business, or Psychology
Post-graduate qualification preferred
Competencies:
Conceptual / Abstract / Big Picture Thinking
Facilitation Skills
Engaging Diversity
Organisational Agility
Motivating People
Business Insight
Modelling / Living the Values
Practical Execution Management
Technical Skills:
Learning Needs Analysis
Instructional Design
Facilitation and Moderation
Contributor to WSP & ATR Reporting
Workday, LMS & Digital Tools
Programme Evaluation
Stakeholder Engagement
Key Responsibilities
Key Responsibilities:
Partner with the Lead HRBP and BU/Regional Leadership:
Collaborate with the HRBP and key operational leaders to understand strategic priorities, workforce challenges and future capability needs specific to the BU/region. Translate these insights into actionable L&D plans that support performance and growth.
Conduct Learning Needs Analyses (LNA):
Regularly engage with line managers, store leadership and function heads to identify performance gaps and upskilling opportunities. Use data from performance reviews, customer feedback and operational metrics to develop relevant, timely interventions. Focus on key business priorities (e.g. Store Manager mastery, Fresh Food Academy and Frontline capability building)
Design and Deliver Bespoke Learning Solutions:
Develop targeted learning experiences that address regional skill gaps, such as frontline service delivery, product knowledge, compliance training and leadership development. Delivery methods should vary from face-to-face to digital(e-learning) and on-the-job coaching to ensure flexibility and maximum impact.
Embed and Localise Group-Wide Initiatives:
Act as the regional anchor for group-level L&D initiatives, ensuring consistent implementation while adapting content to resonate with local culture, language and store dynamics. Coordinate launch plans, stakeholder briefings and change management communication.
Monitor Learning Effectiveness and Engagement through reporting:
Track participation, completion and learner feedback across interventions. Conduct on-the-ground observations, pulse checks and feedback loops with leaders to assess knowledge transfer and behaviour change then adjust as necessary.
Conduct gap analyses on learning tools (Workday, online platforms) and report on actual vs. target participation and effectiveness
Complete and maintain monthly Regional Learning Dashboards and reports to support decision-making
Ensure Skills Development Compliance:
Work closely with the central L&D governance team to track training records, learner portfolios and progress aligned with the Workplace Skills Plan (WSP) and Annual Training Report (ATR). Drive SETA-aligned processes in the region, including managing external provider partnerships and learnership tracking.
Continuously Improve Learning Practices:
Provide input into the evolution of L&D content, methodologies and facilitator standards based on regional learnings. Contribute case studies, pilot results and best practices back to the L&D Centre of Excellence to inform broader organisational improvements. Collaborate with the Employee Experience team to implement functional learning projects and act as a change agent to improve outcomes
Closing Date: 27 February 2026
