Group Head: Learning, Leadership & Capability (KZN)

Role Purpose

The Group Head of Learning, Leadership & Capability will design and implement a group-wide capability development strategy aligned with organisation’s growth ambitions.

The role is responsible for:

• Building leadership pipelines across the organisation
• Establishing scalable operational training frameworks
• Developing franchise partner capability
• Designing enterprise learning architecture
• Securing external training funding and partnerships
• Embedding a culture of continuous learning and leadership excellence

Key Responsibilities

1. Enterprise Learning Strategy:

• Develop and implement enterprise learning and capability strategy
• Align learning initiatives with operational performance outcomes
• Create capability roadmaps across divisions
• Establish governance frameworks for learning effectiveness

1. Organisation’s Learning Academy:

• Establish and lead the Learning Academy
• Support operational, leadership and executive training programmes
• Create capability pathways across all business units

1. Leadership Development:

• Develop leadership programmes for restaurant managers, area managers and executives
• Build internal succession pipelines
• Support high‑potential leadership programmes

1. Operational Capability Development:

• Design training frameworks for restaurant operations
• Support service excellence and operational compliance
• Strengthen logistics and supply chain leadership capability

1. Learning Design & Content Development:

• Create curriculum frameworks and learning pathways
• Oversee instructional design standards
• Implement scalable learning content and digital platforms

1. SETA Engagement & Skills Development Funding:

• Build relationships with SETAs including CATHSSETA
• Secure skills development grants and funding opportunities
• Manage Workplace Skills Plans (WSP) and Annual Training Reports (ATR)
• Implement learnerships and leadership development programmes

1. Strategic Partnerships:

• Develop partnerships with universities, business schools and training institutions
• Identify global QSR learning platforms and leadership partners

1. Learning Technology & Analytics:

• Implement Learning Management Systems (LMS)
• Develop learning analytics and capability dashboards
• Measure training impact and organisational capability growth

Key Performance Indicators (KPIs)

• Leadership pipeline coverage for critical roles
• Internal promotion rate into leadership positions
• Participation and completion rates of learning programmes
• Operational performance improvements linked to training
• Value of SETA funding secured annually
• Number of learnerships and development programmes implemented
• Employee engagement relating to development opportunities

Minimum Requirements

Qualifications

• Bachelor’s Degree in Human Resources, Industrial Psychology, Organisational Development or Business Management
• Postgraduate qualification or MBA advantageous

Experience

• 12–15 years experience in HR, Learning or Organisational Development
• Experience designing enterprise learning strategies
• Strong experience in multi‑site operational environments
• Experience working with SETAs and managing skills development funding
• Experience building leadership development programmes

Strategic Impact

• Build strong internal leadership pipelines
• Maintain operational excellence while scaling rapidly
• Develop a structured organisational learning culture
• Maximise government skills development funding
• Strengthen franchise and operational capability across the business

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