Learning Manager Full-Time

Exploration and Production International

Exploration and Production International develops and manages the Group’s upstream interests in oil and gas exploration and production worldwide. Our portfolio includes conventional and unconventional hydrocarbon resources, with operations in South Africa, Mozambique, Gabon and Canada.

We add value to the Group, not only as a sustainable provider of natural gas feedstock to our mid- and downstream operations in South Africa but also by growing our portfolio of assets in West and Central Africa.

We are building a robust, risk-balanced portfolio by through the acquisition of high-impact, high-value assets predominantly in Africa.

About the role/ purpose of the job

This role is responsible for:

• Managing the quality and alignment of E&P Technical, Functional and Operational skills throughout Mozambique on behalf of all Sasol entities with a presence in country – this is achieved through management of a regionally integrated tactical and operational plan, implementation of the Global Learning Delivery Strategy, policies, and frameworks;
•  Translation of functional strategic plans into tactical and operational delivery plans for all Sasol entities, operating in Mozambique. Represent Sasol as a Leading Business in Mozambican with the aim to mature the skills development landscape in partnership with national government skills development representatives and other industry partners;
•  Reporting and analyses in country performance and delivery against agreed plans and facilitates optimization of Sasol’s talent pools (Sasol Interests in Mozambique as well as E&PI Globally) through industry benchmarking and improvement mechanisms, integrated with Regional  learning architecture and talent management mechanisms. Plays a key role in ensuring alignment of practices, initiatives and processes across Sasol entities in Mozambique as well as E&PI globally.  Ensures good governance and full compliance with all appropriate legislative frameworks (for 4 countries);
• Managing all in country Stakeholder relations eg. between Sasol entities in Mozambique, Joint venture partners, state owned entities and the Government of Mozambique and its respective departments, in-country Skills Development Industry forums;
• Managing all Sasol Skills academies in country, providing an in country service on all academy related skills development;
• Integrating and aligning Mozambique Skills Academies to Regional Standards with support from RSA where required;
• Provide in country Learning & Development Specialized support to all Sasol entities with a presence in Mozambique.

Job requirements

• Position for Mozambicans Only;
• Please attach completed qualifications .

Qualifications:

• Relevant Degree;
• Relevant Honors Degree will be advantageous.

Experience:

• Minimum 8-10years relevant experience – 5 years managerial experience;
• Exposure in operating in an international environment with joint venture partners;
• Experience in upstream industry knowledge;
• Experience in managing government relations and stakeholders.

Key competencies required

• Establishes the learning intent and framework for Sasol in Mozambique to guide and deliver the learning strategy across Mozambique;
• Establishing a learning platform, strategy and standard for Sasol’s  business in Mozambique from first principle (all aspects involved -e.g. National Qualification Frameworks, Learning Architecture, Learning Enablement, Country Skills Development etc.);
• Provide input in the key business drivers of Sasol in Mozambique in particular and the interrelationships between other functions (i.e. finance and operations), the respective GHR CoEs and the integration of Learning Delivery between Sasol entities in Mozambique.

Mozambique:

• Establish learning for Sasol in country Mozambique from first principle ( All aspects involved – e.g. National Qualification Frameworks, Learning Architecture, Learning Enablement, Country Skills Development etc. at a national and provincial level;
• Green & Brown-field growth support for all Sasol entities in Mozambique including service providers, joint venture partners, state entities and contractors training for growth projects;
• Providing a Mozambique Shared Service Learning Delivery offering to all Sasol entities working in Mozambique;
• Drives the people priorities of Sasol entities in Mozambique and assists with the development of specific people plans with a clear integration focus;
• Assists E&P and other Sasol entities’ Senior Manager P&OE  to understand and analyse the OMEs talent and learning demands and realities balanced with the relevant Group HR CoEs drivers and strategies;
• To create an occupationally competent and engaged workforce which builds organizational capability, providing employees with opportunities to develop new knowledge and skills;
• To focus learning and development plans on improving people’s ability to perform to achieve organizational objectives and provide the means for measuring the impact of learning and development interventions;
• To create a learning culture and environment that enables optimal individual, team and organization learning and growth in both competencies and behavior;
• To capture and replicate and enhance critical knowledge within the organization;
• To manage and establish National Mozambican training Centre with partnership with the government training provider in Mozambique;
• To Align and implement all Competency Frameworks;
• To improve and build External relationships and alignment with government institutions and major companies operating within Mozambique;
• To Provide a Shared Services, sub-Regional Learning delivery and Management service to all Sasol entities in Mozambique;
• To ensure learning and development is a catalyst for continuous improvement, change and innovation.

Learning Planning

• Manage the review of the learning charter for Sasol entities in Mozambique, establishing current learning needs and future workforce competency requirements, identification of gaps in learning interventions, defining learning priorities in a comprehensive learning plan and the governance of executing the plan;
• Assessment and analysis of most effective learning delivery and instruction methods for Sasol entities in Mozambique to whom a Learning Delivery shared service is delivered in Mozambique;
• Integrates Learning Service Delivery through interface management and collaboration with the extended learning leadership team;
• Allocates and monitors the utilization of financial resources and capital expenditure according to objectives and budgets;
• Establish technical and professional policies, practices, procedures and standards applicable to Mozambique;
• Deliver expert solutions to meet changing business and work requirements for all Sasol entities in Mozambique;
• Minimize and analyze risks;
• Monitors Learning Service Delivery through interface management and collaboration with the extended Learning leadership team;
• Identifies opportunities for improvement based on assessment of delivery against a defined functional plan;
• Influence relevant Group HR CoEs in terms of Mozambique and Upstream specific learning requirements. Ensure Group HR CoEs have the necessary understanding of all Mozambique and Upstream related learning principles to be integrated into learning standards;
• Facilitates learning administration which is the maintenance of the learning course catalogue, facilitation of learning intervention registrations, tracking, data capturing (globally for E&P) and the associated learning intervention logistics;
• Creates the coaching and mentoring framework to be applied within Mozambique in support of the learning and talent management strategy;
• Manages  the processes associated with qualifications, learnership programmes, bursary scheme, sponsored studies of employees, Mozambique GDP programme for Sasol entities in Mozambique, vocational work;
• Deliver quality cost effective solutions on time and within risk parameters;
• Consistently deliver solutions which contributes to business results and improved competitiveness.

Learning Architecture

• In country Learning procedures is documented, centrally saved, accessible to all and executed within current  regional guidelines/procedures;
• In country Learning procedures is documented,  centrally saved, accessible to all and executed within all applicable legislation;
• In country Learning procedures is documented, centrally saved, accessible to and executed against current job profiles and workforce needs;
• To ensure ROI for all training related activities;
• The documented Learning procedures impacted by changes in learning architecture and/or relevant legislation is communicated and implemented;
• Identify and priorities career management initiatives according to disciplines, In country technical capabilities and in support of the Mozambique Strategy;
• Manages the implementation of Career Management architecture from a functional, technical discipline and business unit perspective for all Sasol entities in Mozambique;
• Defines business value drivers, performance measures, metrics tacking and reporting mechanisms to achieve alignment in terms of scorecard measures and target setting so as to improve career management.

Stakeholder Management

• Managing all in country Stakeholder relations eg. between Sasol entities in Mozambique, Joint venture partners, state owned entities and the Government of Mozambique and its respective departments, in-country Skills Development Industry forums;
• Manages the internal analysis regarding leadership effectiveness and liaises with Group COE to provide the necessary mechanisms and frameworks to address leadership capabilities for the BU;
• Develops and builds strategic partnerships with key stakeholders and service providers to deliver business value across Sasol entities in Mozambique;
• Develop and foster effective relationships and stakeholder management between Group HR, HRM’s and Business leaders  that facilitate the delivery of the Mozambique & Group HR agenda;
• Business engagement and partnering is realized through a structured internal stakeholder map and engagement schedule;
• Business forums have been identified where feedback is provided and information shared from internal and external business engagements;
• Regional Learning Delivery quarterly customer surveys are completed and submitted when required;
• Addresses critical talent gaps for all Sasol entities in Mozambique;
• High performing, business aligned LP fraternity;
• Performance Consulting Capability demonstrated;
• Talent pipelines and ECD program’s supported;
• Active engagement and participation with IM to improve on BU’s Learning Technology capability;
• To support growth in Green & Brown-field growth environments for all Sasol operations in Mozambique including service provider training for growth projects;
• To render a service to all Sasol entities operating in Mozambique to drive the one Sasol way and focus on the response plan for Sasol.

Management and Leadership

• Build, energize and value a diverse and high performance team;
• Sought opportunities for growth and development and produce written development plans for self and direct reports;
• Seeks opportunities for growth and development for self and colleagues.

Curriculum design and content development

• Curriculums are aligned to job profiles and competencies/skills;
• Review curriculums when job profile or competency requirements changes;
• Content is aligned to curriculum requirements;
• Review content when curriculum requirements change;
• Establishment of a National qualification framework and architecture in Mozambique.

Vendor governance

• Comprehensive SOW is completed for new learning solutions within Regional and Procurement guidelines;
• Learning solutions are sourced within applicable regional, procurement  guidelines/ procedures and legislation.

Learning Legislation

• A Mozambique training policy is in place that addresses the minimum requirements as stipulated by in country legislation;
• Mozambique training policy is available and communicated to all Learning Practitioners;
• Established localization forums are in place where skills development activities is a standing agenda point;
• Skills development targets supports Local Content program and is aligned to Regional targets;
• Regional SD forums is attended and business feedback is provided to the BU learning fraternity;
• Learning procedure is in place for all training record keeping and archiving according to Regional guidelines and applicable legislation.