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 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 Organisation’s Learning Academy: Establish and lead the Learning Academy Support operational, leadership and executive training programmes Create capability pathways across all business units Leadership Development: Develop leadership programmes for restaurant managers, area managers and executives Build internal succession pipelines Support high‑potential leadership programmes Operational Capability Development: Design training frameworks for restaurant operations Support service excellence and operational compliance Strengthen logistics and supply chain leadership capability Learning Design & Content Development: Create curriculum frameworks and learning pathways Oversee instructional design standards Implement scalable learning content and digital platforms 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 Strategic Partnerships: Develop partnerships with universities, business schools and training institutions Identify global QSR learning platforms and leadership partners 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 #J-18808-Ljbffr