Senior Learning & Development Manager (Group)

About Our Client

Our client is a leading player in the aquaculture industry, with integrated operations spanning fish farming, processing, and distribution across East Africa. With a growing footprint across Kenya, Rwanda, and Tanzania, our client is committed to sustainable aquaculture practices, operational excellence, and building a high-performing, values-driven organization to support its continued regional growth.

This role will be based onsite at the farm in Homa Bay County, Kenya, which is the organization's main base of operations.

Job Overview

As the Senior Learning & Development Manager, you will be responsible for designing, leading, and executing the Group Learning, Leadership Development, Talent Development, and Capability-Building strategy across Kenya, Rwanda, and Tanzania. You will partner with business leaders to identify current and future capability requirements, strengthen organizational effectiveness, build leadership pipelines, and ensure employees across the Group have the skills, knowledge, and competencies required to support the company's growth strategy.

The role will oversee learning and development initiatives across all functions, including Operations, Aquaculture, Supply Chain, Finance, Commercial, Technology, and Corporate Services, ensuring a consistent and scalable approach to capability development throughout the organization.

Key Responsibilities

Strategic Learning & Development Leadership

• Develop and implement the Group Learning & Development Strategy aligned to business goals and long-term organizational objectives.
  

• Partner with Group and Country Leadership Teams to identify capability requirements and workforce development priorities.
  

• Lead annual Learning Needs Assessments (LNAs) across Kenya, Rwanda, and Tanzania.
  

• Establish and maintain a Group-wide competency framework and skills matrix for all critical roles.
  

• Drive a culture of continuous learning, innovation, and professional growth across the organization.
  

• Develop and manage the annual L&D budget and ensure effective utilization of learning investments.
  

Leadership Development & Succession Planning

• Design and implement leadership development programs for Supervisors, Managers, Senior Managers, and Executive leaders.
  

• Partner with business leaders to identify high-potential talent and develop succession plans for critical positions.
  

• Establish structured talent review and succession planning processes across all countries.
  

• Build internal leadership pipelines to support organizational growth and business continuity.
  

• Coach leaders and managers on employee development, performance improvement, and career growth planning.
  

Learning Programs & Capability Building

• Design, implement, and evaluate technical, functional, behavioral, and leadership development programs.
  

• Develop learning pathways and development curricula for employees at all levels.
  

• Oversee onboarding and induction programs to ensure effective integration of new employees.
  

• Ensure training initiatives are aligned with operational requirements and strategic business priorities.
  

• Introduce modern learning solutions, including digital learning, e-learning platforms, blended learning, and microlearning methodologies.
  

• Support the development of internal trainers, subject matter experts, and learning champions across the Group.
  

Performance Management & Talent Development

• Partner with HR Business Partners and Functional Leaders to identify performance and capability gaps.
  

• Utilize performance management data to inform learning interventions and development plans.
  

• Ensure Individual Development Plans (IDPs) are effectively implemented and monitored.
  

• Develop career progression frameworks and career development pathways for key functions.
  

• Track talent development outcomes and measure the impact of learning initiatives on business performance.
  

Learning Systems, Analytics & Reporting

• Lead the implementation, administration, and optimization of Learning Management Systems (LMS).
  

• Develop Group-wide training dashboards and learning metrics.
  

• Monitor learning effectiveness using established evaluation methodologies and ROI measures.
  

• Provide regular reports and insights to Executive Leadership on learning outcomes, compliance, and capability development progress.
  

• Maintain accurate training records and ensure compliance with internal and external requirements.
  

Organizational Culture & Employee Engagement

• Support the development of a high-performance culture through learning, coaching, and development interventions.
  

• Promote the company's values and behavioral expectations through structured culture-building initiatives.
  

• Partner with HR and Leadership teams to strengthen employee engagement and organizational effectiveness.
  

• Drive knowledge-sharing and organizational learning practices across countries and functions.
  

Compliance, Governance & Policy Implementation

• Ensure all mandatory training requirements are delivered and tracked across the Group.
  

• Develop and maintain Group L&D policies, procedures, frameworks, and standards.
  

• Ensure compliance with local labor laws, industry regulations, and corporate governance requirements relating to training and development.
  

• Support internal and external audits related to employee development and training compliance.
  

Requirements

Qualifications & Experience

• Bachelor's Degree in Human Resources, Organizational Psychology, Education, Business Administration, or a related field.
  

• Master's Degree in Human Resources, Organizational Development, Business Administration (MBA), or a related discipline will be an added advantage.
  

• Professional HR qualification such as CIPD, CHRP(K), SHRM, HRCI, or equivalent preferred.
  

• Minimum of 8-10 years of progressive Human Resources and Learning & Development experience.
  

• At least 5 years in a senior L&D, Talent Development, Organizational Development, or HR Leadership role.
  

• Experience operating in a multi-country environment within East Africa is highly desirable.
  

• Demonstrated experience designing and implementing leadership development, succession planning, and organizational capability-building initiatives.
  

• Experience managing learning budgets, vendors, and learning technologies.
  

Key Competencies

• Strategic Thinking and Business Acumen
  

• Learning & Development Strategy
  

• Talent Management & Succession Planning
  

• Leadership Development
  

• Organizational Development
  

• Change Management
  

• Stakeholder Management & Influencing Skills
  

• Coaching & Facilitation
  

• Performance Management
  

• Project Management
  

• Data Analysis & Reporting
  

• Communication & Presentation Skills
  

• Cultural Awareness and Cross-Country Collaboration
  

• Problem Solving and Continuous Improvement
  

Success Measures

• Implementation of Group Learning & Development Strategy.
  

• Leadership bench strength and succession readiness for critical roles.
  

• Employee capability improvement across key business functions.
  

• Training completion and compliance rates.
  

• Learning effectiveness and return on investment (ROI).
  

• Internal promotion and talent retention rates.
  

• Employee engagement and development satisfaction scores.
  

• Establishment of scalable leadership and technical development programs across all operating countries.