Learning and Development Manager

Job Summary Leads learning and development (L&D) function, ensuring continuous professional growth for employees, compliance with industry training standards, and leadership development programs.

Oversees training strategies, competency frameworks, and workforce upskilling initiatives.

Minimum Qualification : Bachelors Experience Level : Mid level Experience Length : 6 years Job Description/Requirements Job Details Job Grade Level Management Employee Category Management Department Human Resources Sub-Department L&D Clinical/Non-Clinical Non-Clinical Patient Facing (Y/N) No Direct Reports (Y/N) No Direct Report Job Grade Professional Reporting Relationships Reporting to (Functional) Head of HR Reporting to (Administrative Uganda Head of HR Job Summary (Main Purpose) Leads learning and development (L&D) function, ensuring continuous professional growth for employees, compliance with industry training standards, and leadership development programs.

Oversees training strategies, competency frameworks, and workforce upskilling initiatives.

Main Duties/Responsibilities 1.

Learning & Development Strategy • Oversee L&D strategy to enhance employee skills and career progression.

• Ensure training programs align with hospital accreditation, regulatory compliance, and healthcare excellence.

• Design competency-based learning frameworks tailored for clinical and non-clinical staff.

• Implement blended learning models, including e-learning, workshops, and on-the-job training.

• Work with the senior and/or department managers to organise staff induction and other internal/external training.

2.

Talent Development & Digital Learning Solutions • Support the design of training programs for executive, managerial, and frontline employees.

• Implement succession planning and mentorship programs to cultivate internal talent.

• Strengthening the organizational culture through leadership development initiatives.

• Collaborate with HR teams to align career pathing with L&D frameworks.

• Support the implementation of learning platforms and virtual training simulations.

• Utilize LMS (Learning Management Systems) and digital content libraries for scalable training.

• Promote innovative learning methodologies, including microlearning, gamification, and VR training.

• Stay updated on emerging education technologies and industry best practices.

• Develop training timetables and sessions in agreement with the Leadership • Design and conduct ‘in-house’ training programs, including those covering corporate/organizational matters across IMG and ‘tailor-made’ activities for staff.

• Organize training venues and logistics as required to achieve efficient training attendance and delivery • Develop assessment methods and measurement systems for employees.

• To research external providers regarding training provision for internal staff development as requested by the Senior and/or Department Managers, or in line with agreed areas of improvement to achieve corporate goals 3.

Regulatory Compliance & Accreditation Training • Ensure compliance with healthcare training regulations and professional certification requirements.

• Develop programs supporting continuing education for nurses, doctors, and allied health professionals.

• Maintain training records and audits to comply with regulatory and healthcare standards.

• Conduct patient safety and risk management training as per clinical governance policies.

4.

Employee Engagement & Performance Improvement • Conduct training needs assessments and develop customized learning plans.

• Integrate learning analytics and feedback mechanisms to enhance training effectiveness.

• Work with department heads to address skills gaps and workforce capability development.

• Develop onboarding programs to improve employee integration and retention.

Key Relationships Internal Contacts and the purpose of interactions • Uganda Leadership Team – Aligns L&D strategy with workforce goals.

• Clinical & Nursing Leadership – Ensures staff training aligns with patient care quality.

• Compliance & Quality Teams – Supports accreditation and regulatory training requirements.

• IT & Digital Transformation Teams – Implement technology-driven learning solutions.

• Group HR – Align with Group HR Strategy and guidelines.

External Contacts and the purpose of interactions • Healthcare Training Institutes & Universities – Develops educational partnerships.

• Regulatory & Accreditation Bodies – Ensures compliance with healthcare training standards.

• Learning Technology Providers – Implement e-learning platforms and training innovations.

• Industry Experts & Professional Associations – Supports continuous professional development.

Planning & Organizing Duties Planning Cycle and Activity To Be Planned Monthly • Track employee engagement in training programs and learning performance metrics.

• Address emerging skills gaps and ensure alignment with hospital service excellence.

Quarterly • Review training completion rates, learner feedback, and certification compliance.

• Adjust training programs based on industry trends and regulatory updates.

Annual • Develop a long-term L&D strategy for workforce skills development.

• Set training priorities aligned with organizational objectives and accreditation needs.

Long-Term Planning • N/A Decision Making Remit* Areas and Decisions in Scope Geographic Scope & Size e.g., BU specific, Country, Group/Region Country – Uganda <1,000 EE 1,000-2,500 EE >2,500 EE Budget & Expenditures (Rs) e.g., value of budgets under responsibility, authorised expenditures None/Negligible 0 – 500K 500K – 5M 5M – 20M 20M – 45M > 45M Staffing Decisions e.g., recruitment, salary increases, transfers, training, promotions, disciplinary actions Full Staffing Decisions Partial Staffing Decisions No Staffing Decisions Policy/SOP Decisions e.g., freedom to change the way tasks are performed / the methods used Approve policies (final level of decision) Recommends and provides inputs for policies No Decision-Making Key Skills and Competencies Qualifications Formal education is required for competence in the job • Bachelor’s or Master’s in Organizational Development, Human Resources, Healthcare Management, or a relevant degree.

• Certification in CPTM (Certified Professional in Training Management), CIPD, or Healthcare Education Leadership is preferred.

Experience • 6+ years in learning and development, workforce training, or leadership development.

• Experience in digital learning solutions, accreditation training, and talent development programs.

Knowledge & Technical Competencies Registrations, Affiliations, Professional Certifications • Expertise in corporate training, healthcare workforce development, and digital learning technologies.

• Strong knowledge of regulatory training requirements in healthcare and leadership coaching.

• Membership in L&D professional associations (e.g., ATD, CIPD, SHRM, AHRD) is preferred.

Behavioral Competencies • Strong leadership in talent development and employee engagement.

• High ability to drive digital transformation in corporate learning.

• Strategic mindset in workforce planning and leadership succession.

• Excellent communication, coaching, and mentorship skills.

Please note that your Job / Service Objectives are not an exhaustive list of tasks and duties but serve as a guideline for daily duties, which may evolve from time to time according to business requirements.