Performance and Learning Manager at Interswitch

Job Summary

• To plan, direct and coordinate strategy to drive training and capability development activities for employees of Interswitch.
• To develop, deploy and drive the implementation of a Performance Management System for Interswitch, that is linked to HR Strategy and the strategic objections of the business while driving high performance and enabling the business to meet and exceed its objectives.
• To collect, collate, prepare and present reports on the key talent matrices to support HR and the business in identifying trends and to drive data-driven conversations and talent decisions.

Key Responsibilities:

Learning Design

• Design and manage the development of complex L&D programs to meet individual and organizational learning needs within specified timescales and resources; identify and incorporate appropriate L&D methodologies and delivery channels; oversee the development of content to support high levels of learner engagement and achievement of learning outcomes.
• Use the organization's formal development framework to identify the team's individual development needs. Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build their professional capabilities. Provide informal training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.

Learning Deployment

• Manage the delivery of complex L&D programs to ensure the engagement of learners and achievement of intended learning outcomes; engage with individual senior managers to deliver leadership development training or coaching and to support their personal development.

Performance Appraisal

• Collect, collate and analyze data related to the key talent management metrices and develop reports and presentations for various stakeholders, identify trends and insights that will enable data driven decision making
• Identify the relevant sources of data across the organization required for the appraisal process, organize the data and disseminate it as an input into the appraisal process to ensure the use of a single source of truth and to simplify the process for employees.
• Contribute to the management of partnering relationships with internal clients, building effective working relationships and providing high-quality professional services to support in delivering business strategy and plans.

Stakeholder Engagement

• Engage with function senior line management to clarify organizational requirements, to set priorities for performance and Learning interventions, and to define required learning outcomes; specify and manage the collection and analysis of data to inform learning needs analysis.
• Develop and investigate multiple hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.
• Specify, develop, and test HR data collection procedures and tools within an area of HR practice to meet defined key principles and ensure compliance with external requirements. Develop functional or operational policies and help develop policy frameworks for area of responsibility or department. Take responsibility for creating underlying procedures and monitoring their implementation. Communicate the actions needed to implement the function's strategy and business plan within the team; explain the relationship to the broader organization's mission, vision, and values; motivate people to commit to these and to doing extraordinary things to achieve local business goals.

Budgeting, Planning and ROI Analysis

• Develop and/or deliver budget plans with guidance from CHRO and Finance team. Participate in the selection of external consultants or advisors to deliver key projects and/or ad hoc services; ensure that business objectives and requirements are clearly understood and monitor outcomes, taking appropriate remedial action where necessary.

Academic Qualification(s)

• A First Degree

Professional Qualification(s)

• Professional certification from reputable HR bodies (e.g., CIPM, CIPD, HRCI) will be an advantage.

General Experience

• At least 10 years' experience of managing and deploying developmental interventions across different industries.

Managerial Experience

• At least 6 years' experience of planning, managing, and organizing resources within short/medium timescales within the overall policy framework.