Head of Learning&Development- Online&Retail, Johannesburg

Overview

Job Title Head of Training&Development–

Online&Retail (Land-Based) Casino and Sportsbook Department People&Culture / Learning&Development (L&D) Role Purpose

The Head of Training&Development is responsible for designing, delivering, and governing the end-to-end learning and development strategy across the organization’s online platforms, land-based retail betting stores, and head-office functions. The role ensures that all employees including retail staff (cash clerks, supervisors, managers, security, cleaners, IT and maintenance staff) and online teams are competent, compliant, audit-ready, and continuouslydeveloped, while ensuring alignment with South African Skills Development legislation, including Workplace Skills Plans (WSPs) and Annual Training Reports (ATRs).Scope of Responsibility

This role spans training for: Online Casino&Sportsbook Operations Land-Based / Retail Betting Stores Corporate&Head-Office Functions Mandatory Regulatory and Compliance Training Skills Development, WSP&ATR Governance Key Accountabilities

The Head of Training&Development is accountable for: Enterprise Learning&Development Strategy Regulatory, Compliance&Responsible Gambling Training Retail (Land-Based) Operations Training Online Operations&Call Centre Training Skills Development, WSP&ATR Ownership Learning Governance, Certification&Audit Readiness Leadership&Management Development Learning Platforms, Content&Delivery Effectiveness Key Responsibilities

1) Enterprise Training&Development Strategy (Online + Retail) Define and own a group-wide Training&Development strategy aligned to business objectives, regulatory obligations, and workforce capability needs. Develop annual and multi-year learning roadmaps covering:

online operations land-Based retail stores corporate and support functions

Ensure training priorities are informed by:

operational risk regulatory exposure skills gaps identified through WSP processes

Embed a culture of continuous learning and accountability. 2) Skills Development, WSP&ATR Management (South Africa) Own and govern the Workplace Skills Plan (WSP) and Annual Training Report (ATR) processes. Ensure WSPs and ATRs:

accurately reflect training delivered across online and retail environments align to strategic and operational skills requirements are supported by complete, verifiable evidence

Coordinate with HR, Finance, Operations, and external Skills Development Facilitators (SDFs) where applicable. Engage with relevant SETAs to ensure compliance and optimize skills development grants. Ensure all submissions are accurate, on time, and audit-ready. Use WSP and ATR insights to inform future training strategy, budgets, and workforce planning.3) Regulatory, Compliance&Responsible Gambling Training Own all mandatory compliance training across online and land-based environments, including:

Responsible Gambling (RG) AML / FICA KYC and customer verification POPIA and data protection Licence conditions and shop-level regulatory rules

Ensure retail and online staff understand:

RG red flags and escalation paths self-exclusion enforcement interaction requirements with vulnerable customers

Maintain training records suitable for:

Provincial Gambling Board inspections internal and external audits

4) Retail Operations Training (Land-Based Focus) Design, deliver, and govern role-specific training for: Frontline Retail Roles Cash Clerks

cash handling, reconciliations, float controls customer interaction standards RG and AML escalation procedures

Head Clerks&Supervisors

shift oversight, reporting, compliance monitoring

Sub-Managers&Store Managers

operational governance people management and disciplinary processes regulatory accountability and audit readiness

Support&Site Roles Security

incident handling, RG support, evidence preservation

Cleaners

site access rules, incident reporting awareness

IT Clerks

system usage, access protocols, POPIA awareness

Maintenance Clerks

safety procedures and operational escalation

Ensure each role understands its regulatory and risk exposure, regardless of seniority. 5) Online Operations&Call Centre Training Own onboarding and continuous training for:

call center and customer operations teams team leaders and managers

Ensure training covers:

casino and sportsbook products payments, withdrawals, bonuses KPIs (ASA, AHT, FCR, CSAT) complaints handling and escalations

Ensure parity in customer protection standards between online and retail channels. 6) Technology, Systems&Change Enablement Lead training readiness for:

retail POS and betting terminals online platforms and CRM systems ERP, HRIS, audit, and reporting tools AI-enabled tools (e.g. AI webchat, automation)

Partner with Technology and IT Service Delivery to ensure training occurs before go-live. Embed training into formal change management initiatives. 7) Learning Governance, Certification&Audit Readiness Define mandatory vs role-specific training matrices. Establish refresher and re-certification cycles for:

cash handling RG compliance and safety

Maintain centralized learning records with full audit trails. Address non-compliance through corrective action plans. 8) Leadership&Management Development Design leadership programmes for:

retail supervisors and managers operational and support management

Develop capability in:

people leadership performance management ethical and compliant decision-making

Support succession planning and talent pipelines. 9) Learning Platforms&Delivery Models Own learning platforms (LMS and digital tools). Ensure training delivery caters for:

shift-based and non-desk retail staff multi-location rollouts

Use blended learning approaches:

classroom e-learning on-the-job coaching toolbox talks

Key Stakeholders

Executive Team Retail Operations&Regional Managers Compliance&Risk Customer Operations&Call Centre Technology&IT Service Delivery HR Business Partners Finance (Skills Levy&reporting) Internal Audit Key Performance Indicators (KPIs)

On-time and accurate WSP&ATR submissions Mandatory training completion rates (online and retail) Audit findings related to training and competence Reduction in compliance, RG, and cash-handling incidents Time-to-competency for new retail and online hires Training effectiveness and satisfaction metrics Required Experience&Qualifications

Essential 8+ years experience in Training&Development / L&D 3–5 years in a senior or Head of Department role Experience in regulated, high-risk environments (gambling, financial services, retail banking, call centers) Proven experience delivering training to large, distributed, shift-based workforces Strong Advantage / Desirable

Hands-on experience with:

Workplace Skills Plans (WSPs) Annual Training Reports (ATRs)

Experience working with SETAs and Skills Development Facilitators Exposure to BBBEE-aligned skills development reporting Experience training retail frontline and support staff Skills&Competencies

Strong instructional design and facilitation capability Deep regulatory and compliance awareness Ability to translate complex rules into practical training Strong governance, planning, and documentation discipline Stakeholder management across retail and corporate environments Data-driven approach to measuring training impactBehavioral Attributes

Highly ethical and compliance-focused Operationally practical and grounded Structured and proactive Comfortable working in both retail and office environments Strong influencer with senior leaders and frontline staff Working Conditions

Office-based role with occasional travel to retail locations Occasional afterhours or weekend availability for audits, rollouts, or regulatory deadlines

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