Job Purpose:

The L&D Manager plays a pivotal role in enabling the bank to successfully transition into a more efficient, digital, customer‑centric, and future‑ready organization by ensuring that people’s capabilities evolve at the same pace as the transformation strategy.

The Learning & Development (L&D) Manager is responsible for driving capability development that enables the Bank to successfully transition through transformation, process reengineering, digitalization, and culture change. The role ensures employees at all levels acquire the skills, behaviours and mindsets required to operate effectively in a fast‑evolving banking landscape.

This position provides strategic leadership in assessing current and future capability gaps, designing learning interventions aligned to transformation priorities, and building a continuous learning culture that supports innovation, operational excellence, regulatory compliance, and customer‑centricity. The L&D Manager acts as a bridge between business strategy, people development, and change management, ensuring that the workforce remains agile, resilient and equipped to deliver on the Bank’s evolving vision.

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.

Professional Certifications:

• Certification in Learning & Development, Talent Management, Instructional Design is preferred and IHRM Membership is mandatory.
• Certifications in project management, change management, digital transformation, or lean methodology are added advantages.

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.

 Qualifications, Skills & Experience:

Technical & Behavioural Skills

• Strong understanding of banking operations, regulatory requirements and risk management.
• Expertise in instructional design, competency frameworks, and adult learning principles.
• Excellent facilitation, communication and stakeholder‑management skills.
• Analytical skills to measure learning impact and ROI.
• Ability to lead changes, influence leaders and drive culture transformation.
• High adaptability, innovation mindset and problem‑solving skills.

Competencies required for this Role

• Leadership: Ability to inspire and lead teams toward achieving process excellence.
• Strategic Thinking: A strong business acumen to align process improvements with overall organizational goals.
• Innovation: Constantly seeking ways to innovate and improve existing processes.
• Collaboration: Working effectively with other departments and teams to achieve business goals.
• Analytical Skills: Ability to analyze data, identify trends and make informed decisions based on process performance.