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).
  
• Evaluate programmes using participant feedback, learning assessments, manager input and evidence of workplace application; recommend improvements based on findings.
  
• Prepare concise reports and dashboards on learning activity, expenditure, completion, compliance and outcomes for review by the Learning and Development Manager.
  
• Support preparation and monitoring of the assigned learning budget, and coordinate training procurement and provider engagement in line with company policies.
  
• Keep learning materials and processes current, audit-ready and consistent with company requirements.
  

Requirements

Qualifications and experience

• Bachelor’s degree in Human Resource Management, Business Administration, Organisational Psychology or a related discipline.
  
• At least three (3) years of relevant Learning and Development supervisory experience, with evidence of involvement across needs analysis, learning design or sourcing, delivery and evaluation.
  
• Experience working with line managers and employees to identify capability needs and implement development solutions.
  
• Strong facilitation, communication, planning, stakeholder engagement and reporting skills.
  
• Proficiency in Microsoft Office and the ability to work with learning records, data and digital learning systems.
  

Added advantages

• Experience as an HR Officer, HR generalist or HR Business Partner, including exposure to performance management, employee relations, recruitment, workforce planning or employee engagement.
  
• Experience supporting technical, operational, manufacturing or frontline teams.
  
• Relevant professional certification or membership, such as CHRP(K), CIPD or ATD certification, or IHRM membership.
  
• Experience with an LMS, HR information system, learning analytics or instructional design.
  

Core competencies

• Business and organisational awareness: understands how roles, capability and people priorities connect to business performance.
  
• Learning expertise: identifies needs and selects, designs or facilitates learning approaches that fit the audience and required outcome.
  
• Partnership and influence: builds credibility with managers, listens well and follows through on agreed actions.
  
• Communication and facilitation: explains information clearly and creates an engaging learning environment.
  
• Analysis and continuous improvement: uses feedback and evidence to evaluate learning and improve delivery.
  
• Planning and execution: coordinates multiple activities accurately and meets agreed timelines.
  
• Confidentiality and sound judgement: handles employee information and sensitive issues responsibly.
  

Additional requirements

• Languages: English and Kiswahili.
  
• Computer literacy: Microsoft Office, learning systems and other relevant HR or business applications.
  
• Personal qualities: employee-focused, responsive, self-motivated, organised and comfortable working with a range of stakeholders.