Learning and Development Officer

The Safal Group is Africas largest manufacturer of steel roofing and a leading provider of innovative building solutions across Eastern and Southern Africa. Headquartered in Nairobi, Kenya, with plants in Mariakani and other areas across the continent, the company is internationally recognized as a pioneer in introducing aluminum-zinc coated steel technology to the African continent

1. Learning and Development Officer 
2. Location: Kilifi County - Mariakani

Key responsibilities

• Learning needs and capability planning
• Support line managers across MRM and SBS to understand role requirements, training priorities and emerging capability needs.
• Conduct and consolidate Training Needs Analysis, skills-gap reviews and other learning diagnostics; distinguish required technical, functional, leadership and behavioural capability.
• Translate identified needs into a prioritised learning plan, calendar and clear learning outcomes, aligned to approved budgets and business requirements.
• Advise managers on suitable development approaches, including structured programmes, coaching, mentoring, job exposure, peer learning and on-the-job practice.

2. Learning design and delivery

• Design or source practical learning solutions for employees and managers, selecting the right format and provider for the intended capability outcome.
• Coordinate and deliver approved training, workshops and development initiatives, including scheduling, participant communication, materials, venues and vendor arrangements.
• Facilitate selected in-person and virtual sessions and support internal subject-matter experts to prepare and deliver effective learning.
• Coordinate induction and onboarding learning so employees understand the business, their roles, key policies, culture and required technical or safety learning.
• Coordinate statutory, regulatory, technical and safety training with relevant subject-matter owners; maintain evidence of completion and certification.

3. Talent and leadership development

• Coordinate implementation and follow-up of Individual Development Plans, linking agreed actions to role requirements, performance and career development.
• Support talent reviews, succession actions, graduate and early-career programmes, mentoring, coaching and leadership development initiatives.
• Work with managers to monitor development progress and create opportunities for employees to apply new skills in their roles.
• Maintain accurate records and provide timely updates on programme participation, completion and agreed development actions.
• 4. HR partnering and employee support
• Build trusted working relationships with managers and employees in assigned functions, helping connect people and capability priorities to business needs.
• Work with HR colleagues and line managers on selected HR activities, which may include performance-cycle coordination, onboarding, employee engagement, culture and change initiatives.
• Provide support on HR processes and policy queries within the roles scope; refer complex employee relations matters to the appropriate HR leader and support documentation or follow-up as required.
• Contribute people information and practical observations to workforce and capability discussions, maintaining confidentiality and sound judgement.

5. Learning systems, evaluation and reporting

• Maintain accurate learning records, attendance, certifications, provider documentation and the Learning Management System (LMS).
• Evaluate programmes using participant feedback, learning assessments, manager input and evidence of workplace application; recommend improvements based on findings.
• Prepare concise reports and dashboards on learning activity, expenditure, completion, compliance and outcomes for review by the Learning and Development Manager.
• Support preparation and monitoring of the assigned learning budget, and coordinate training procurement and provider engagement in line with company policies.
• Keep learning materials and processes current, audit-ready and consistent with company requirements.

Qualifications and experience

• Bachelors degree in Human Resource Management, Business Administration, Organisational Psychology or a related discipline.
• At least three (3) years of relevant Learning and Development supervisory experience, with evidence of involvement across needs analysis, learning design or sourcing, delivery and evaluation.
• Experience working with line managers and employees to identify capability needs and implement development solutions.
• Strong facilitation, communication, planning, stakeholder engagement and reporting skills.
• Proficiency in Microsoft Office and the ability to work with learning records, data and digital learning systems.

Added advantages

• Experience as an HR Officer, HR generalist or HR Business Partner, including exposure to performance management, employee relations, recruitment, workforce planning or employee engagement.
• Experience supporting technical, operational, manufacturing or frontline teams.
• Relevant professional certification or membership, such as CHRP(K), CIPD or ATD certification, or IHRM membership.
• Experience with an LMS, HR information system, learning analytics or instructional design.

How to Apply

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