Natalie Steward Email & Phone Number

Cape Town, Wc, Za

South Africa

South Africa

As an L&D Manager, my primary focus is on developing a learning organization through strategic initiatives. I employ systemic learning approaches to reach and impact our rapidly growing staff count of over 900 members in diverse locations, encompassing varying skill levels and demographics. My ultimate objective is to cultivate a culture of continuous learning, personal development, and team growth that serves as the driving force behind our organization's success. To achieve this, I implement a range of strategic initiatives, such as assessing learning needs, designing comprehensive learning pathways, investing in accessible resources and platforms, fostering continuous feedback and evaluation, prioritizing leadership development, and enhancing communication and engagement. My 4 areas of responsibilities are:1. Building and executing a Learning & Development Strategy2. Project management and delivery3. Metrics and reporting4. Statutory compliance (Including DEI)

Cape Town Area, South Africa

In my role, I was responsible for designing and executing the internal training and development strategy for all employees at Flash. My primary objective was to establish a learning organization where individuals are empowered to take charge of their own growth and development. To achieve this, I implemented various initiatives such as leadership development programs, learnerships, internships, bursary programs, and facilitated access to online learning resources. Additionally, I organized regular sessions with inspirational speakers to motivate and inspire our employees. By creating a supportive environment and providing diverse opportunities for learning, I aimed to foster a culture of continuous growth and personal development within the organization.

Cape Town Area, South Africa

PROJECT 1: Site Building Toolkit (SBT)The Western Cape Government had engaged Mirum to assist in the development of a learning programme for their CMS (Content Management System). In the previous phase of the project, which took place at the end of 2016 and the beginning of 2017, I had provided my assistance.As the project progressed, it entered the implementation and further recommendations phase. My role involved updating existing processes and the curriculum, identifying and creating new training elements that were missing, advising on the transition to digital platforms, and assessing the capabilities of trainers for either hiring external trainers or upskilling internal employees. Additionally, I played a facilitative role in training some of their key clients and upskilling the internal staff.PROJECT 2: Writing For HumansThe Western Cape Government implemented the "Writing for Humans" policy across all their communication channels, including online platforms and print. In this project, my role was to develop a learning programme for this policy, which could be delivered as a standalone training program or in conjunction with other training, specifically the SBT training mentioned above.The project involved conducting a strategic review of their existing processes and providing best practice advice on their future learning strategy.

Responsible for the Learning and Development of the management team, the team Leaders and the call centre agents. With a staff contingent of approx. 260 members across Durban and Johannesburg.This position requires Thought leadership, Future planning, High EQ, Creativity, Confidentiality, Relationship Building, Change management and Communication agentProjects: Designed, developed and implemented Team Leader Learning Journey. This project was to improve our leadership and management skills within departmentsAssisted and co-facilitated Management training.Implementation of the “BOOM” program. This is a three tiered program that allows individuals to grow and develop at there own pace whilst also being driven for self learning and healthy internal competition.Inductions: Revamp of induction to include gamification and department specific training.Processes & Systems: Responsible for putting processes into place that provide an efficient feedback loop into managers about quality of work. Looking into the development of E-learning platforms and free E-learning tools to create a self directed learning culture.Management: Succession planning, Creating and running Personal Development plans for each individual within the team. Co-ordinating working times. Ensuring excellent delivery of projects. Ensuring that our department is seen as the knowledge experts within the company.Continuous Development: Searching and problem solving opportunities where systems and processes could be developed and improved. Coaching: Coaching individuals as and when situations arise to ensure that there is a hands on approach and situations are addressed promptly.

South Africa

I Consulted on training of a Site Building Toolkit (SBT) that will be implemented on an outsourced project.The project required the following skill set:1. Industry Norms: A good understanding of what is current in the Learning and Development sector. I provided in depth knowledge on current trends and requirements in order for the implementation of the project to be a success. This knowledge enabled them to create a robust and creative training program.2. Content Assistance: The project was extended by a month and I stayed on to assist in correcting the training content to make it more visually easy for the learners to follow and understand. It was important that the information was conveyed in a “user friendly” manner.

Johannesburg Area, South Africa

•Skill development: developed and implemented leadership succession program through training •Induction: created and led induction program for new company hires •Sales: implemented a National Customer Service program leading to greater client satisfaction and retention •Systems: co-developed and rolled out a frontline system for 53 national branches •Compliance: designed online Anti-Money Laundering and Counter Terrorist Financing training•Procedure training: led annual skills workshop for legacy employees •Reporting & workflow: automated complex staff training and BBBEE reports •Data management: tracked and utilized training data to design corporate HR initiatives

Cape Town, South Africa

•Led business development for new marquee corporate accounts •Regularly negotiated Service Level Agreements with clients and partners•Assisted with fund-raised for NGO “Community Action towards a Safer Environment”

Cape Town, South Africa

•Managed cash flow records for all operating activities •Developed staffing and employee best practices tactics to improve branch performance

Cape Town, South Africa

Generating new sales through careful research of the company’s product range verses that of its competitors.

National Certificate, Design Thinking, Nqf 5

Matric Exemption

Activities and Societies: Contemporary dance, running and swimming