Main Duties and Responsibilities

L&D Strategy

• Develop an effective L&D strategy that proactively supports our expansion and scaling ambitions by firstly conducting an in-depth skills and behavioural gap analysis and understanding the reality of how we work

• Ensure that our L&D strategy speaks to our own people requirements, but also the requirements of our eco-system of funders, research and government partnerships and other significant stakeholders/partners

•  Ensure that our L+D strategy not only develops the leaders, and future leaders of our organisation, but deveops all of our staff in a way that is meaningful and motivating and is understood to be part of the Employee Value Proposition

• Ensure that we have the right platform, processes and tools to manage L+D in an appropriate manner for our organisation

​Capacity and Capability Building Initiatives

• Create an ongoing suite of creative, clear and measurable L+D initiatives to deliver the strategy in a timely manner and demonstrate value for money

• Test new initiatives (where required) in a pilot environment and manage expectations accordingly

•  Use your experience, network and best practice to leverage/create and manage structured “learning opportunities” within, and external to, the organisation as well as virtually.

• Create “new country” briefings, that includes culture and behaviour training, for staff  before we start working in different countries

Create L&D courses, Deliver and Measure Effectiveness

• Create a range of L+D courses (including co-creation of activities with external partners where required) for different cohorts (including leadership)

• Deliver courses, this will be a blend of remote and in person learning activities.

• Monitor the progress and impact of courses, analysing feedback and making improvements as needed and ensure that they deliver value for money

•  Identify external learning opportunities and manage relationships with external L&D providers, ensured these are aligned with the L&D strategy and within budget

​Career Paths and Succession Planning

• With the support of the Head of HR, L&D create structured career paths across teams in the organisations and design learning and support interventions to support these

•  Support the Head of HR, L&D in succession planning L+D activities (including at an individual level)

• Design a process to flag and monitor “flight risks” working closely with the HR team

• Onboarding and Quality Assurance of L&D

• Create and manage (including delivey of specific modules) effective onboarding training that includes activtiies at pre-join, first month, first 100 days etc.

• Support, train and monitor hiring managers/teams in the onboarding process

• Onboard any contractors (in existing countries and in new entry countries) and ensure they can “live and breathe” the LM values and behaviours

• To succeed in this role, you:
  • are passionate about developing others and love to find creative and fun ways to
  enable others to learn and thrive
  • are able to drive high performance in others by setting clear goals and expectations
  • are an excellent planner, communicator & trainer – you thrive when teaching others,
  whether that is in a formal classroom, or by finding clear opportunities in day-to-day
  activities
  • can deliver great results within a strict budget
  • can travel to Uganda, Ghana and other countries that we operate in
  • are able to deliver high-quality thoughtful work in a fast-pace high pressure
  environment
  • are proactive and creative but have a keen awareness of the environment that we
  operate in and are sensitive to this
  • are a team player that values and prioritises inclusivity
  • ensure that you bring external best practice and learning to Lively Minds by
  networking, attending conferences and having a large appetitie for learning and
  continually developing
  © Lively Minds 4
  Technical abilities
  Essential
  • Experience of creating and implementing L&D strategies for an organisation that
  spans multiple countries (preferably within the Global South)
  • Experience of developing and delivering training programmes and achieving proven
  results
  • Ability to manage a complex and varied work load and to work under pressure
  Desirable
  • Experience coaching others, a coaching certification is desirable.
  • Behaviour-change experience
  • Worked in a charity or NGO operating within or across the Global Southa