At Deloitte, our Purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek.

Harnessing the talent of 450,000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems.

Deloitte offers career opportunities across Audit & Assurance (A&A), Tax & Legal (T&L) and our Consulting services business, which is made up of Strategy, Risk & Transactions Advisory (SR&T) and Technology & Transformation (T&T). 

Are you ready to apply your knowledge and background to exciting new challenges? From learning to leadership, this is your chance to take your career to the next level. 

About the Division

It takes a high-powered network of internal support professionals to keep Deloitte going strong. The internal services function provides a wide variety of support services to our organisation and people.

Rewarding career opportunities are available in:

• Human resources
• Information technology
• Marketing and Communications
• Financial support services, and much more.

As with all the functions in Deloitte, a core set of competencies is associated with each internal service area. An overall understanding of value-added client service, the experience to work in multifunctional and cross-border teams, strong business acumen, and the instinct to think and act globally are essential for advancement within Internal Client Services.

The Learning & Development Manager will be responsible for collaborating with our business stakeholders across the Africa Member firm (AMF) to coordinate and organize learning events and initiatives for new and existing employees.

The L&D Manager will work closely with our service line or enabling functions, to build a deep understanding of their strategies and enable identification and diagnosis of capability gaps which will affect the business from achieving its goals.

The role will advise the business on suitable learning solutions which will drive business and individual performance whilst building strong relationships with a complex range of stakeholders - collaborating and challenging to ensure best learning solutions are delivered.

Responsibilities:

• Build strong partnerships with business leaders in service lines/enabling functions to understand their businesses’ learning needs and ensure targeted solution development.
• Proactively diagnose business challenges and opportunities for learning and/or development, tailoring solutions for specific business needs.
• Understand business goals and growth strategy and translate them into learning offerings supported by a needs assessment approach whilst acting as a source of knowledge to the business in the area of expertise.
• Balance unique service line/enabling function needs with firm-wide initiatives and strategy to create optimal learning solutions and plans.
• Act as a strategic business partner, trusted advisor and learning consultant to business stakeholders and operate in alignment with HRBPs for a complex, diverse, multi-business portfolio.
• Analyse performance needs, uncover root causes that contribute to business learning needs, investigate alternative options and propose solutions whilst bringing a local, cultural and/or specialised business perspective to the table.
• Partner with line leaders and employees to drive the development and execution of employee individual development plans and ensure adoption of local and global standards.
• Champion good learning practices, disruptive learning solutions and advancements in social and digital
• learning which can be applied to learning initiatives across the business to promote positive employee experience.
• Monitor and evaluate our learning curriculums in terms of learner experience and business impact, driving a culture of continuous improvement.
• Own the service line/enabling function’s annual L&D plan and end-to-end delivery of blended learning initiatives for career milestone and leadership programs, including in-person events, online learning paths and on-the-job experiences.
• Use data and insights from performance management, talent & succession management and assessment processes to gain insights to the business, capability gaps and learning needs and demonstrates value of learning interventions by linking to the business objectives.
• Drive application of learning policy, promote a culture of compliance with all learning activities and provide regular status updates to L&D management and the business.

• A completed Bachelor’s Degree (NQF level 7) in HR/Industrial/Organizational Psychology or related
• ODETDP qualification (advantageous)
• At least 6-8 years of relevant experience in L&D with ability to design curriculum, perform learning needs analysis and training vendor evaluation.
• Ability to integrate business strategy into the design and development of an annual learning plan.
• Results-driven with strong leadership qualities.
• Good knowledge of Skills Development and BBBEE legislation, practices and processes.
• Proficiency and hands-on experience with the Learning Management System [SABA SBX].
• Excellent personal organisation and the ability to cope with extremely fast-paced environment and high volumes of work whilst maintaining quality and productivity.
• Ability to communicate complex information, verbally and in writing, concisely and in a manner, which drives people to act.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters, employers, recruitment consultants or job placement firms, advertising false job opportunities through email, text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information.

To help you look out for potential recruitment scams, here are some Red Flags:

• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies.
• Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent’s data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process.
• Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand.

If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities.

We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups.

We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring, and we are committed to creating an environment where everyone can thrive.

If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process, please let us know. We are happy to make adjustments to suit your individual needs.