S
Learning and Development Officer at Safal Group
Safal Group
October 14, 2026
Full-time
On-site
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: explains information clearly and creates an engaging learning environment.
Analysis and continuous improvement: uses feedback and evidence to evaluate learning and improve delivery.
Planning and execution: coordinates multiple activities accurately and meets agreed timelines.
Confidentiality and sound judgement: handles employee information and sensitive issues responsibly.
Additional requirements
Languages: English and Kiswahili.
Computer literacy: Microsoft Office, learning systems and other relevant HR or business applications.
Personal qualities: employee-focused, responsive, self-motivated, organised and comfortable working with a range of stakeholders.
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: explains information clearly and creates an engaging learning environment.
Analysis and continuous improvement: uses feedback and evidence to evaluate learning and improve delivery.
Planning and execution: coordinates multiple activities accurately and meets agreed timelines.
Confidentiality and sound judgement: handles employee information and sensitive issues responsibly.
Additional requirements
Languages: English and Kiswahili.
Computer literacy: Microsoft Office, learning systems and other relevant HR or business applications.
Personal qualities: employee-focused, responsive, self-motivated, organised and comfortable working with a range of stakeholders.