Specialist: Learning Design and Development (OVA5645), Johannesburg

6 Months Contract

Seniority- Senior Specialist / Principal level (hands-on architect, not advisory-only)

We are looking for a learning architect to help redesign how leadership capability is built across the enterprise—from programmes people attend to tangible impact we can measure.

This is a 6-month, high-impact build role where you will:

• Design enterprise leadership journeys that blend learning, exposure, and real work
• Embed application and ROE thinking from day one
• Build flagship programmes and systems that get used

Ideal for someone who:

• Thrives on complex, enterprise design challenges
• Is frustrated by traditional learning models
• Wants to build something new, not refine the old

By the end of the assignment, you will have left your mark by shaping how leadership capability is built and measured across a large financial services organisation into the future.

Role Purpose

A senior, hands-on leadership development architect to design enterprise-level leadership development architecture, measurement frameworks, and flagship programmes that translate leadership capability into measurable application and business impact resulting in true leadership bench strength and a future proof leadership pipeline.

This role bridges strategy and learning architecture to delivery-ready design, ensuring all outputs are practical, measurable, scalable, and application-driven.

• From programmes enterprise capability
• From attendance application
• From activity measurable ROE/ROI impact by leadership level

This role partners with the Learning CoE to design core system elements and delivery-ready solutions that enable this shift.

Assignment Focus

1. Leadership Development Measurement

• Design an enterprise-wide measurement framework by leadership layer (frontline, mid, senior/executive)
• Embed application and ROE/ROI logic (3–6–12 months) into all solutions
• Define credible evidence of learning transfer and impact

2. Mandatory Leadership Development Consumption Model

• Design a progressive, mandatory development pathway by leadership level
• Clarify participation rules, governance, and sequencing
• Align to succession, readiness and role expectations

3. Flagship Programme Architecture

• Architect three enterprise flagship leadership programmes
• Ensure programmes are:
  • Capability-led
  • Application-driven
  • Measurement-by-design
• Produce delivery-ready designs

4. Learning Architecture & Delivery Design Quality (Critical Addition)

Translate leadership strategy into end-to-end, executable learning journeys:

Design Expectations:

• Design full learning journeys integrating:
  • formal learning,
  • experience-based learning,
  • cross-functional exposure,
  • in-role application
• Build measurement into the design (not post-programme)
• Produce delivery-ready artefacts, including:
  • programme blueprints
  • facilitator guides
  • participant journeys
  • application tools and templates
  • assessment and evidence frameworks

Design Principles (Non-Negotiable):

• Application > content
• Business problem-led (not topic-led)
• Role-relevant by leadership layer
• Scalable across enterprise

Required Experience (Must-Haves)

• 10–15+ years experience in leadership/learning and/or talent development
• Proven experience designing enterprise leadership frameworks / architectures
• Strong leadership measurement capability beyond L1/L2 (application and outcome focus)
• Demonstrated ability to design end-to-end learning journeys, not standalone programmes
• Experience producing delivery-ready learning solutions and assets
• Deep exposure to senior and executive leadership development
• Strong capability in learning architecture and instructional design
• Experience in large, complex, regulated environments (financial services preferred)

Overall Positioning

This is not a traditional L&D role.

We are seeking a senior learning architect who can:

• Design at enterprise level
• Build application-driven leadership journeys
• Embed measurement and impact logic by design
• Deliver ready-to-implement solutions (not concepts)

Profile We Are NOT Looking For

• Generalist L&D consultants without architecture depth
• Pure data analysts without leadership development design experience
• Programme managers focused on delivery execution only