Learning and Development Officer

The company opened its first manufacturing facility in Mombasa, Kenya, in 1962, rapidly widening its reach to include further countries in East Africa, and then Southern Africa. In 2003, all operating companies were reversed into the current holding company called Safal Investments Mauritius Limited and conduct its business across Africa as the Safal Grou…

Learning and Development Officer

Key responsibilities

Learning needs and capability planning

• Support line managers across MRM and SBS to understand role requirements, training priorities and emerging capability needs.

• Conduct and consolidate Training Needs Analysis, skills-gap reviews and other learning diagnostics; distinguish required technical, functional, leadership and behavioural capability.

• Translate identified needs into a prioritised learning plan, calendar and clear learning outcomes, aligned to approved budgets and business requirements.

• Advise managers on suitable development approaches, including structured programmes, coaching, mentoring, job exposure, peer learning and on-the-job practice.

Learning design and delivery

• Design or source practical learning solutions for employees and managers, selecting the right format and provider for the intended capability outcome.

• Coordinate and deliver approved training, workshops and development initiatives, including scheduling, participant communication, materials, venues and vendor arrangements.

• Facilitate selected in-person and virtual sessions and support internal subject-matter experts to prepare and deliver effective learning.

• Coordinate induction and onboarding learning so employees understand the business, their roles, key policies, culture and required technical or safety learning.

• Coordinate statutory, regulatory, technical and safety training with relevant subject-matter owners; maintain evidence of completion and certification.

Talent and leadership development

• Coordinate implementation and follow-up of Individual Development Plans, linking agreed actions to role requirements, performance and career development.

• Support talent reviews, succession actions, graduate and early-career programmes, mentoring, coaching and leadership development initiatives.

• Work with managers to monitor development progress and create opportunities for employees to apply new skills in their roles.

• Maintain accurate records and provide timely updates on programme participation, completion and agreed development actions.

HR partnering and employee support

• Build trusted working relationships with managers and employees in assigned functions, helping connect people and capability priorities to business needs.

• Work with HR colleagues and line managers on selected HR activities, which may include performance-cycle coordination, onboarding, employee engagement, culture and change initiatives.

• Provide support on HR processes and policy queries within the role’s scope; refer complex employee relations matters to the appropriate HR leader and support documentation or follow-up as required.

• Contribute people information and practical observations to workforce and capability discussions, maintaining confidentiality and sound judgement.

Learning systems, evaluation and reporting

• Maintain accurate learning records, attendance, certifications, provider documentation and the Learning Management System (LMS).