Learning and Development Officer

Job title: Learning and Development Officer

Learning and Development Officer

• Job Type Full Time
• Qualification BA/BSc/HND
• Experience 3 years
• Location Kilifi
• Job Field Human Resources / HR

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