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...

Key responsibilities:

Learning & Development

• Lead organisational development planning by aligning training and talent strategies with business objectives.
• Partner with management to identify capability gaps and translate them into actionable learning priorities aligned with organizational priorities and competency frameworks, ensuring effective execution and evaluation of impact.
• Oversee the design and delivery of training programmes, including onboarding and group-led initiatives, ensuring relevance and impact.
• Drive continuous improvement by analysing training effectiveness, leveraging feedback, and introducing innovative learning methodologies.
• Develop and maintain strategic tools such as the Training Matrix, annual Training Calendar, and Skills Matrix for Southern Region companies.
• Manage the Learning & Development budget, ensuring cost efficiency and accurate reporting to the Head of HR.
• Promote a strong learning culture through modern techniques, digital solutions, and robust assessment practices.
• Implement development infrastructure, including career paths, competency frameworks, curricula design, and critical learning interventions.
• Track and report learning metrics to measure impact and drive continuous improvement.

Talent Management Deliverables

• Execute BU-specific talent management strategies aligned with Group guidelines to strengthen leadership and functional capability.
• Facilitate talent review sessions, ensuring consistency with Group methodology and engaging senior management in identifying and developing high-potential employees.
• Support the implementation of Individual Development Plans (IDPs) and monitor progress to ensure development actions are achieved.
• Maintain succession plans for critical roles, ensuring alignment with Group frameworks and readiness of identified talent.
• Collaborate with senior management to identify talent gaps, translate business needs into development priorities, and implement targeted interventions.
• Coordinate Graduate Trainee programs and other early/mid-career initiatives to build a strong talent pipeline for critical roles within the BU.
• Act as BU liaison for Group talent initiatives (ensuring effective communication and participation.

Governance and Compliance

• Ensure compliance with all legislative, regulatory, and Group governance requirements in Talent Management and Learning & Development
• Maintain accurate records and reporting systems for audits and governance, ensuring adherence to Group standards.
• Provide timely and comprehensive reports on training outcomes, budget utilisation, and talent development progress.
• Drive digital adoption within the Talent Management and Development function by maximising the use of existing systems and tools, ensuring optimal utilization, and identifying enhancements or process improvements to deliver efficiency and a better employee experience.

Project and Stakeholder Management

• Scope, plan, and monitor development projects for training initiatives, ensuring milestones are achieved and stakeholders are engaged.
• Build strong partnerships with line management and external learning providers to deliver value-driven development solutions.

Requirements

Qualifications required:

• Minimum academic qualification: Bachelor’s degree in HR, Education, or related field.
• Qualifications as an added advantage: Certification in training or instructional design (e.g., CIPD, ATD), Communication/Project Management is a plus.
• Professional registration: IHRM/CHRP

Experience required:

• General work experience (years): At least 7 to 10 years’ experience as a Trainer/Facilitator
• Specific to the position (level/discipline/years): 7 or more years’ Talent Management and Learning & Development experience at a Supervisory Level
• Industry: Manufacturing

Key competencies and skills:

• Development and Design of outcomes-based training material
• Knowledge of a Learner Management System
• Experience and knowledge of E-learning Experience and knowledge of Sage 300
• Strong writing skills
• Ability to implement competency models.
• Ability to coach others and build organisational capabilities
• Ability to adjust and refresh competencies to meet the changing needs of the organisation.
• Ability to establish trust, based on integrity.
• Change management skills.

Language requirements:

• English

Computer literacy:

• MS Office packages
• Sage 300 system experience

Personality profile:

• Positive
• Employee-centric
• Fast-paced and prompt
• Achievement oriented
• Energetic and Enthusiastic
• Self motivated
• Assertive
• Team Player
• Conscientious
• Emotionally resilient
• Sociable
• Change embracer
• Innovative
• Mature and Customer Service driven.

• Lead organisational development planning by aligning training and talent strategies with business objectives.
• Partner with management to identify capability gaps and translate them into actionable learning priorities aligned with organizational priorities and competency frameworks, ensuring effective execution and evaluation of impact.
• Oversee the design and delivery of training programmes, including onboarding and group-led initiatives, ensuring relevance and impact.
• Drive continuous improvement by analysing training effectiveness, leveraging feedback, and introducing innovative learning methodologies.
• Develop and maintain strategic tools such as the Training Matrix, annual Training Calendar, and Skills Matrix for Southern Region companies.
• Manage the Learning & Development budget, ensuring cost efficiency and accurate reporting to the Head of HR.
• Promote a strong learning culture through modern techniques, digital solutions, and robust assessment practices.
• Implement development infrastructure, including career paths, competency frameworks, curricula design, and critical learning interventions.
• Track and report learning metrics to measure impact and drive continuous improvement.
• Execute BU-specific talent management strategies aligned with Group guidelines to strengthen leadership and functional capability.
• Facilitate talent review sessions, ensuring consistency with Group methodology and engaging senior management in identifying and developing high-potential employees.
• Support the implementation of Individual Development Plans (IDPs) and monitor progress to ensure development actions are achieved.
• Maintain succession plans for critical roles, ensuring alignment with Group frameworks and readiness of identified talent.
• Collaborate with senior management to identify talent gaps, translate business needs into development priorities, and implement targeted interventions.
• Coordinate Graduate Trainee programs and other early/mid-career initiatives to build a strong talent pipeline for critical roles within the BU.
• Act as BU liaison for Group talent initiatives (ensuring effective communication and participation.
• Ensure compliance with all legislative, regulatory, and Group governance requirements in Talent Management and Learning & Development
• Maintain accurate records and reporting systems for audits and governance, ensuring adherence to Group standards.
• Provide timely and comprehensive reports on training outcomes, budget utilisation, and talent development progress.
• Drive digital adoption within the Talent Management and Development function by maximising the use of existing systems and tools, ensuring optimal utilization, and identifying enhancements or process improvements to deliver efficiency and a better employee experience.
• Scope, plan, and monitor development projects for training initiatives, ensuring milestones are achieved and stakeholders are engaged.
• Build strong partnerships with line management and external learning providers to deliver value-driven development solutions.

• Development and Design of outcomes-based training material
• Knowledge of a Learner Management System
• Experience and knowledge of E-learning Experience and knowledge of Sage 300
• Strong writing skills
• Ability to implement competency models.
• Ability to coach others and build organisational capabilities
• Ability to adjust and refresh competencies to meet the changing needs of the organisation.
• Ability to establish trust, based on integrity.
• Change management skills.

• Minimum academic qualification: Bachelor’s degree in HR, Education, or related field.
• Qualifications as an added advantage: Certification in training or instructional design (e.g., CIPD, ATD), Communication/Project Management is a plus.
• Professional registration: IHRM/CHRP