Head: Learning & Leadership (PPB Pan-Africa)

Job Summary

• Pan-African multi market leadership
• Translate enterprise learning and leadership strategies into Pan Africa BU priorities that enable growth, consistency and delivery.
• Diagnose BU learning and leadership capability needs to improve productivity, customer outcomes and risk management.
• Embed Skills First priorities aligned to enterprise frameworks and critical skills.
• Implement scalable Pan Africa learning and leadership solutions aligned to enterprise standards.
• Strengthen Pan Africa leadership capability through leadership development and critical skills planning.
• Apply governance, standards and measurement frameworks across capability building interventions.
• Use analytics and insights to inform Pan Africa BU learning, capability and leadership decisions.
• Own the integrated BU execution plan for learning, leadership development and workforce readiness.
• Partner with Pan Arica BU leaders to align solutions to business priorities.
• Enable managers to embed learning, development, coaching and leadership practices consistently.

• Translate enterprise learning and leadership strategies into BU priorities aligned to business goals.
• Set direction for and drive an integrated Pan Africa BU Learning and Leadership Development execution plan with clear priorities, milestones, accountabilities and measurable outcomes.
• Diagnose current and future Pan Africa BU learning and leadership capability needs in line with strategy, workforce plans, productivity priorities and risk considerations.
• Embed the Skills First Strategy (DSS), prioritising critical skills and capability development within the BU.
• Leverage data, business insights and workforce trends to shape BU learning and leadership development strategies.
• Lead the prioritisation of learning and leadership interventions and investment trade-offs based on business value, workforce risk, readiness gaps and delivery capacity.

• Drive workforce capability building practices to enable Business Unit growth and customer outcomes.
• Drive leadership solutions that support sustainable organisational effectiveness.

• Drive adoption of innovative learning and leadership solutions aligned to enterprise direction, including digital and skills-based models.
• Implement new delivery models and practices that enhance speed, scale and effectiveness of capability building within the Business Unit.
• Lead change management and embed new capability building practices across the Business Unit.
• Drive leader buy-in, communication, reinforcement and sustained adoption of enterprise frameworks and behavioural shifts within the Business Unit.

• Drive adoption of enterprise leadership development programmes within the Business Unit, ensuring alignment to leadership frameworks.
• Embed Leadership DNA, Manager Excellence and Team Effectiveness within the Business Unit.
• Hold leaders and people managers accountable for embedding learning, development, coaching and leadership practices with consistency and discipline.

• Govern adherence to enterprise standards, controls and operating discipline across learning and leadership processes.
• Direct execution of Pan Africa BU capability plans in alignment with Capability Academies and Services Hub delivery models.
• Drive prioritisation, disciplined execution and benefits realisation of learning and leadership interventions within the Business Unit.
• Maintain clarity between enterprise design (CoE) and Business Unit execution accountability.
• Integrate with HC Partners, Workforce Planning, Reward, OD, ER, Talent Acquisition, CoEs and delivery partners to ensure joined-up people solutions for the Business Unit.

• Enable adoption of enterprise learning technologies within the Business Unit.
• Support digital, blended and scalable learning enablement solutions.
• Ensure utilisation of platforms that enable skills visibility, learning insights and leadership capability development.

• Ensure BU compliance with enterprise learning and leadership governance frameworks, policies and standards.
• Oversee delivery of mandatory, regulatory and compliance learning requirements across the Business Unit.
• Drive Pan Africa BU skills reporting, workplace skills development and related regulatory obligations, including country-specific requirements where applicable.
• Lead the Pan Africa BU skills gap analysis and critical skills planning in line with enterprise standards.
• Identify, escalate and mitigate critical skills and leadership capability risks impacting BU delivery.

• Drive BU learning and leadership metrics through enterprise measurement frameworks.
• Measure intervention impact on productivity, workforce readiness, leadership effectiveness and business outcomes.
• Generate insights and drive recommendations on skills readiness, learning adoption and leadership capability.
• Enable data-led BU decisions on capability building investments.
• Integrate BU leaders, HC Partners, CoEs and delivery partners to align execution, governance, insights and outcomes.

• Adopt and implement enterprise learning and leadership architecture within the Business Unit.
• Ensure alignment to enterprise capability frameworks, skills taxonomy, leadership architecture and job family structures.

• Business capability and learning planning
• Learning and development strategy execution
• Skills-based workforce planning
• Data analysis and workforce insights
• Change management and adoption
• Stakeholder engagement and influencing
• Integration of CoE and Business Unit operating models

• Post Graduate Degree: Honours Degree, Post Graduate Diploma and Professional Qualifications [NQF8] in Human Capital Strategy / Organisational Development / Learning Sciences and Adult Education / Leadership Development / Workforce Planning and Skills Strategy

• 12 – 15 years experience in learning, leadership development or organisational development, including 3–5 years in a leadership role within a large enterprise.
• Proven ability to translate business strategy into BU learning and leadership plans that build capability and workforce readiness.
• Pan-African/Multi Market Leadership - Proven track record of leading, scaling and aligning the function across diverse geographic markets.
• Cross industry versatility - Experience driving innovation in non-banking sectors (e.g. FinTech, Telecoms, FMCG, or Tech (advantageous)
• Strong background in implementing enterprise learning frameworks, leadership development models and critical skills initiatives.
• Exposure to digital learning platforms, workforce analytics and data-led decision-making.
• Skilled in partnering with senior stakeholders to align people priorities, investments and outcomes to business needs.
• Experience operating across multiple markets or complex multi-country business environments, with the ability to balance enterprise standards, BU priorities and local market requirements.

• Strategic Thinking
• Business Acumen
• Communication
• Influence
• Leadership
• Creativity and Innovation
• Delivering Results
• Adaptability
• Collaboration

Education

Absa Bank Limited is an equal opportunity, affirmative action employer. In compliance with the Employment Equity Act 55 of 1998, preference will be given to suitable candidates from designated groups whose appointments will contribute towards achievement of equitable demographic representation of our workforce profile and add to the diversity of the Bank.

Absa Bank Limited reserves the right not to make an appointment to the post as advertised