Head Of Learning

Company Description
- Anglo-American Platinum’s ambition is to be the most valued mining company in the eyes of all stakeholders. This requires realisation of various objectives like e.G., the Burning Ambition, Zero Harm, Elimination of Fatalities, Life of Asset Plan, P101, and advancement of Future Smart Mining while overcoming considerable internal and external challenges in an ever-changing environment. Examples include e.G., increase in technology and digitisation, changes in the existing and future workforce (i.E., “war for talent”) as well as trends and new ways of working induced by global health crisis. Our values at AAP as well as the Anglo-American Operating Model support the delivery by setting guardrails of how we work together and what value we want to deliver. However, especially when it comes down to strategise and implement changes, the AAP leadership team becomes critical for achievement. The HR function plays a key role in delivery, given its nature as a support function for the core of the business:
our people. Key tasks of the function and its leadership team include to find and nurture the right capabilities for AAP - for now and the future and to access talents and skills more broadly, while designing individual career paths and creating flexible personal growth and development offerings to increase retention of top talents. Eventually this will result in the best people solutions for the business and contribute to a high-performance culture within AAP.
We are looking for a Head of Learning within the Platinum function. This is a Band 4 role, reporting to Executive Head of Human Resources.
**Job Description**:
- Given the challenges and tasks outlined above, the Head of Learning plays a key role in bringing the ambition of the HR function to life, delivering against set targets and therefore contributes to establishing a high-performance culture at AAP overall. Having a clear focus on growing the best people for AAP and manage talent sustainably, this role adopts a strategic approach to learning, partners with the business to understand the learning and skills demands for immediate and future needs and translates these requirements into state-of-the-art, practical systems and processes to address gaps. The incumbent should also focus on preparing the workforce for a future increasingly dependent on digital technology. As a member of the AAP HR leadership team, the incumbent will contribute to setting of the overall AAP HR 5-year plan closely aligned with the overall AAP strategy, including the identification and definition of priority programs across the full range of HR activities in the context of current and future challenges while always accounting for trends and best-practices in the HR and learning space.
**Safety, Health &
Environment**
**Performance &
Delivery Operational Planning**
- Oversee the development and implementation of AAP 5-year learning plan in close collaboration and alignment with Group
- Manage support to Site - Collaboratively develop and implement Site learning support framework and procedures
- Define the ESTC/Engineering Academy strategy and oversee the execution thereof
- Develop learning solution framework for reskilling and upskilling
- Participate in the definition of recruiting needs and hiring for the department and business Work Management
- Oversee and manage implementation of digital learning solutions, aligned with Group
- Drive implementation of Group mandatory/compliance training solutions
- Support continuous development of staff for current and future value delivery, through embedding the right capabilities and skills
- Identify organizational needs and implement an efficient learning strategy to improve workforce and business performance
- Manage function within the agreed budget and headcount constraints
**Feedback**:
- Evaluate effectiveness of learning solutions on an ongoing basis, identifying shortcomings and adjusting offering as required
- Act as thought leader to drive and continuously improve an effective and efficient training process, incl. engagements with external advisors to enhance offering
- Develop and monitor feedback mechanisms to ensure training remains effective
- Work alongside business to anticipate future skills requirements and advance learning programmes to enable a future-ready, digital-ready workforce
- Actively foster and support the development of a high-performance working culture
- Partner with business and HR departments to coordinate delivery of wholistic, considered solutions (e.G., contribute to recruiting agenda, strategic workforce planning)
- Challenge existing processes, programs and work in the light of learning delivery in order to contribute to a highly effective working environment, incorporating ways of working, future of work, operating model, etc.
**Self-Awareness**:
- Able to analyse own behaviours and predict the impact of those behaviours on others;
can manage responses appropria