SBM Bank Kenya is a leading and trusted financial institution with an international footprint, headquartered in Mauritius and positioned to offer an unprecedented banking experience in Kenya to niche Retail, SME and corporate clients. Following approval by the Central Bank of Kenya, the bank started its operations in Kenya in May 2017 and currently h...

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Learning & Development Manager

Job Type

Full Time

Qualification

BA/BSc/HND , MBA/MSc/MA

Experience

7 - 10 years

Location

Nairobi

Job Field

Human Resources / HR

Key Responsibilities:

Learning Strategy & Capability Development

• Develop and implement a bank‑wide Learning & Development strategy aligned to transformation priorities, regulatory requirements and business goals.
• Identify current and future capability gaps through skills audits, competency assessments and consultation with business units.
• Translate transformation and reengineering initiatives into relevant learning pathways and capability‑building programs.
• Develop and maintain the bank’s competency framework to reflect evolving roles, emerging skills and new technologies.

Design & Delivery of Learning Programs

• Design, deliver and evaluate blended learning solutions including learning, leadership development, digital skills training, product knowledge, service excellence and regulatory compliance programs.
• Develop change‑readiness programs that prepare staff for new processes, systems, structures, and culture shifts.
• Implement continuous learning initiatives such as coaching, mentoring, on‑the‑job learning, peer knowledge‑sharing and communities of practice.
• Curate high‑quality learning content using internal expertise and external partners.
• Ensure compliance with regulatory training requirements (e.g., AML/CFT, data protection, conduct risk, operational risk, credit risk and other banking‑related certifications).
• Establish strong quality assurance mechanisms for course design, facilitator standards and assessment practices.
• Maintain accurate learning records and report learning metrics to senior management.

Support for Transformation & Change Management

• Work closely with the Leadership to understand upcoming changes and ensure relevant learning interventions are delivered on time.
• Facilitate learning that supports process reengineering, including lean process methodologies, automation, digital adoption, and new workflow tools.
• Build employee agility, adaptability, collaboration, customer focus and innovation competencies.
• Monitor the impact of learning on transformation outcomes.

Vendor & Budget Management

• Identify, evaluate, and manage external training providers, consultants, and institutions.
• Negotiate contracts and ensure value for money in learning investments.
• Manage the L&D budget, monitor expenditure, and track ROI for learning initiatives.

Leadership Development & Culture Building

• Lead the design and rollout of leadership development programs for supervisors, managers, and executives.
• Support culture transformation by embedding learning practices into daily work routines.
• Promote a learning culture that encourages continuous development, curiosity and innovation.

Working Relationships:

Internal:

• Senior Leadership Team
• HR Business Partners
• Transformation Office
• Operations, Risk, Finance & Business Units

External:

• Training providers and consultants
• Educational institutions
• Regulatory bodies
• Professional associations

Academic Qualifications:

• Bachelor’s degree in human resources, Education, Organizational Development, Psychology, Business, or related field.
• Master’s degree is an added advantage.

Experience:

• 7–10 years of progressive L&D experience ideally within the Banking or financial services sector.
• Demonstrated experience supporting organizational transformation, digital change, or reengineering initiatives.
• Experience designing and delivering blended learning, e-learning and leadership development.

• Develop and implement a bank‑wide Learning & Development strategy aligned to transformation priorities, regulatory requirements and business goals.
• Identify current and future capability gaps through skills audits, competency assessments and consultation with business units.
• Translate transformation and reengineering initiatives into relevant learning pathways and capability‑building programs.
• Develop and maintain the bank’s competency framework to reflect evolving roles, emerging skills and new technologies.
• Design, deliver and evaluate blended learning solutions including learning, leadership development, digital skills training, product knowledge, service excellence and regulatory compliance programs.
• Develop change‑readiness programs that prepare staff for new processes, systems, structures, and culture shifts.
• Implement continuous learning initiatives such as coaching, mentoring, on‑the‑job learning, peer knowledge‑sharing and communities of practice.
• Curate high‑quality learning content using internal expertise and external partners.
• Ensure compliance with regulatory training requirements (e.g., AML/CFT, data protection, conduct risk, operational risk, credit risk and other banking‑related certifications).
• Establish strong quality assurance mechanisms for course design, facilitator standards and assessment practices.
• Maintain accurate learning records and report learning metrics to senior management.
• Work closely with the Leadership to understand upcoming changes and ensure relevant learning interventions are delivered on time.
• Facilitate learning that supports process reengineering, including lean process methodologies, automation, digital adoption, and new workflow tools.
• Build employee agility, adaptability, collaboration, customer focus and innovation competencies.
• Monitor the impact of learning on transformation outcomes.
• Identify, evaluate, and manage external training providers, consultants, and institutions.
• Negotiate contracts and ensure value for money in learning investments.
• Manage the L&D budget, monitor expenditure, and track ROI for learning initiatives.
• Lead the design and rollout of leadership development programs for supervisors, managers, and executives.
• Support culture transformation by embedding learning practices into daily work routines.
• Promote a learning culture that encourages continuous development, curiosity and innovation.

• Learning Strategy Development
• Capability Development
• Skills Audits
• Competency Assessments
• Learning Pathway Design
• Competency Framework Development
• Blended Learning Solutions Design
• Leadership Development Program Design
• Digital Skills Training
• Product Knowledge Training
• Service Excellence Training
• Regulatory Compliance Training
• Change Readiness Program Development
• Continuous Learning Initiatives Implementation
• Coaching
• Mentoring
• On-the-job Learning Facilitation
• Peer Knowledge Sharing
• Communities of Practice Management
• Learning Content Curation
• Quality Assurance Mechanisms Establishment
• Learning Record Maintenance
• Learning Metrics Reporting
• Transformation Support
• Change Management Support
• Process Reengineering Facilitation
• Lean Process Methodologies
• Automation Adoption
• Digital Adoption Facilitation
• New Workflow Tool Implementation
• Employee Agility Building
• Adaptability Building
• Collaboration Building
• Customer Focus Building
• Innovation Competency Building
• Learning Impact Monitoring
• Vendor Management
• Budget Management
• ROI Tracking
• Leadership Development Program Rollout
• Culture Transformation Support
• Learning Culture Promotion

• Bachelor’s degree in human resources, Education, Organizational Development, Psychology, Business, or related field.
• Master’s degree is an added advantage.