Talent, Performance & Learning Development at Hollard

strategic learning solutions that address common Group learning objectives—such as leadership, Group-wide competencies, compliance and future capabilities. Focus on building capabilities that enable and promote the delivery of the Group strategy, while fostering a future-fit organization through digital enablement and comprehensive skills gap analysis.

Work closely with Talent Management to unlock the full potential of organizational talent. Draft and regulate learning policies across business units, ensuring alignment with the overall Hollard Talent, Performance, and Learning Strategy. Champion a learning culture by embedding industry best practices, ensuring return on investment, and cultivating a skills-based workforce.

Provide thought leadership and strategic guidance to Hollardites, Group Business Leadership, and Human Capital Advisors on learning strategies and solutions that enable future-fit talent within a high-performance culture.

Strategic Learning Leadership

• Develop and deploy a Group-wide Learning Strategy covering general, leadership, and compliance capabilities.
• Provide strategic input to Group Exco and BU People Strategy.
• Engage with Group Exco and BU leadership on learning plans, monitoring, and execution against targets.

Learning Design & Delivery

• Design and implement Group and BU/Functional Induction Programmes, Competency Frameworks, and career progression solutions.
• Align learning plans with business strategic objectives and imperatives.
• Define critical skills and agree learning plans with Business and HR Business Partners.

Leadership & Talent Development

• Partner with Talent Management to build leadership pipelines and support succession planning using tools like the 9-Box and PeopleTree.

Compliance & Accreditation

• Ensure regulatory compliance (e.g., TCF, BN194) and facilitate CPD-accredited events in partnership with bodies like IISA.

Measurement & Reporting

• Implement dashboards and scorecards to track learning impact, adoption, and ROI.
• Manage the learning budget and training spend scorecard.

Inclusive Learning & Diversity

• Promote diversity through targeted learnerships, including programs for youth living with disabilities.

Stakeholder Collaboration

• Collaborate with Partners and Group Senior Management to enhance competence across the partner ecosystem.

Technology & Innovation

• Drive adoption of digital learning platforms (e.g., LinkedIn Learning, Udemy) and micro-learning strategies.
• Use targeted campaigns and analytics to boost engagement.
• Draft and socialize learning policies across business units, leveraging AI agents and strategic workforce planning frameworks.

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