Regional Learning & Culture Manager at Heifer International – Hiring Now

The Function 

The Regional Learning and Culture Manager is responsible for facilitating conversations to enable a learning organization, inverted organogram culture, and DEIB initiatives across Heifer International’s Africa region.

In collaboration with various stakeholders, including Country People Managers, Country Directors, Functional Leads, and the Senior Vice President, the role will help Africa unlock itself as a Learning Organization by working with Learning Development experts to develop modules and ensure the fulfillment of capacity gaps from the Talent Management capacity and capability assessment from Performance Management, Leadership Development assessments, coaching and mentoring conversations, and strategic initiatives.

The role will serve as a catalyst for Africa’s workplace coaching as a way of life to drive the defined culture, employee satisfaction, and engagement.

The role holder will engage stakeholders to develop a robust Heifer Africa Employee Value Proposition through the development, embedding, and continuous review of our onboarding initiative to embed Heifer’s culture as a learning organization.

This role will ensure an Africa-wide calendar of events, initiatives, and training and bring in creativity that ensures increased training man-hours with strong R.O.I based on impact.

The manager will oversee the effectiveness and efficiency of our learning programs by engaging quality third-party service providers who align with Heifer Africa’s values.

The role may be located in any of the following countries: Ethiopia, Kenya, Nigeria, Tanzania, Malawi, Senegal, Uganda or Rwanda.

Responsibilities & Deliverables

Learning Program Management (25%) 

• Promote a culture of continuous learning by encouraging self-directed learning opportunities and knowledge-sharing platforms.
• Design and implement learning programs to address identified capacity gaps and strategic priorities within Heifer Africa.
• Align learning programs with performance management, leadership development, and organizational transformation initiatives.
• Deliver learning sessions (virtual, in-person, blended) effectively, ensuring high participation and engagement across all levels.
• Incorporate innovative learning methods (e-learning, peer learning, coaching, and mentorship) to enhance knowledge retention.
• Foster a culture of continuous learning through Community of Practice initiatives, knowledge-sharing forums, learning circles, and self-directed learning initiatives.
• Support leaders in actively championing learning and development within their teams while encouraging employees to take ownership of their professional growth.
• Assess learning impact continuously through feedback, competency evaluations, and business performance metrics.
• Adjust learning programs based on data insights to ensure continuous improvement and relevance.
• Establish and report clear learning KPIs quarterly to measure effectiveness.
• Execute learning initiatives within budget, timeline, and scope.
• Coordinate seamless learning events, including logistics, materials, and facilitator engagements.
• Collaborate with internal and external stakeholders to enhance learning opportunities.

Learning Initiatives Delivery (25%)

• Tailor learning initiatives to the organization’s needs, ensuring relevance and practical application.
• Ensure training facilitators (internal and external) meet quality standards and align with Heifer Africa’s learning philosophy.
• Incorporate best practices in adult learning and knowledge transfer into learning sessions.
• Enable employees to demonstrate improved knowledge, skills, and competencies post-training.
• Provide post-training support (e.g., coaching, mentoring, learning communities) to reinforce learning application.
• Utilize digital learning platforms and e-learning modules effectively to support diverse learning styles.
• Manage learning management systems (LMS) to track participation, progress, and impact.
• Evaluate learning delivery regularly through participant feedback, assessments, and impact analysis.
• Track, analyze, and report learning KPIs to measure effectiveness and return on investment. 

Workplace Culture and Employee Engagement (25%)

• Establish and communicate a clearly defined organizational culture framework, ensuring alignment with Heifer Africa’s mission, values, and strategic goals.
• Ensure employees at all levels understand and embody Heifer Africa’s cultural principles in their daily interactions and decision-making.
• Demonstrate and uphold a strong commitment to diversity, equity, inclusion, and belonging (DEIB) in organizational culture and policies.
• Monitor and analyze engagement surveys and feedback mechanisms to track employee satisfaction and enhance workplace experience.
• Foster high morale, motivation, and collaboration within teams to drive productivity and innovation.
• Create and maintain an environment where employees feel valued, heard, and supported, fostering loyalty and long-term commitment.
• Promote a shared leadership model, empowering employees to take ownership of their roles and contribute meaningfully to decision-making.
• Model and cultivate a coaching and mentoring culture among leadership to build trust and support.
• Enhance cross-functional collaboration and knowledge-sharing to improve efficiency and break down silos across teams and departments.
• Implement Culture-Driven Learning Initiatives through targeted learning experiences that reinforce cultural transformation and equip employees with skills to thrive in a values-driven work environment.
• Identify and empower culture champions and internal ambassadors to drive ongoing engagement initiatives.
• Develop and execute employee well-being and work-life balance programs, including mental health support, stress management, and flexible work arrangements.
• Establish and maintain a structured system for employee recognition and appreciation to strengthen motivation and team spirit.
• Track, analyze, and report culture and engagement KPIs, including retention rates, productivity levels, and engagement scores, to measure progress and impact.

Learning Metrics and Evaluation (10%)

• Design and implement a comprehensive learning evaluation framework to assess the impact of learning programs at the individual, team, and organizational levels.
• Align learning initiatives with organizational goals, leadership development assessments, and talent management priorities.
• Utilize learning analytics to provide real-time insights into participation, progress, and completion rates of training programs.
• Analyze and apply data from surveys, assessments, and feedback tools to continuously refine learning strategies for greater effectiveness.
• Demonstrate learning impact through pre- and post-training performance evaluations and alignment with key talent metrics.
• Establish a Return on Investment (ROI) model to measure the cost-effectiveness and long-term benefits of learning initiatives.
• Use insights from learning evaluations to inform budgeting and resource allocation for future training initiatives.
• Refine learning content, methodologies, and delivery formats based on evaluation results to meet evolving organizational needs.
• Gather and incorporate regular stakeholder feedback to ensure learning programs remain relevant, impactful, and aligned with strategic goals.

Any Other Assigned Function (5%) 

• May perform other job-related duties as assigned. 

Minimum Requirements 

• Bachelor’s degree in Human Resources, Organizational Development, Education, Business Administration, or a related social science field. A Master’s degree is an added advantage.
• Professional certification in CIPD, SHRP, DEIB, or Agile L&D is an advantage.
• 10 years of progressive experience in learning and development, with at least 5 years in a multicultural, Africa Region context.
• Proven experience in coordinating training programs, managing service providers, and using Learning Management Systems (LMS) platforms and data analytics tools. 

Preferred Requirements 

• Strong understanding of workplace culture and employee engagement strategies.
• Excellent communication, organizational, and project management skills.
• Proficiency in using learning management systems and data analytics for reporting.
• CIPD/SHRP or equivalents are an added advantage.

Key Behavioural Competencies 

• Accountability 
• Professional Excellence 
• Humility 
• Customer Orientation 
• Empathy 
• Innovation