MGM Group has a workforce of over 500 employees with a core fleet of 160 trucks and more than 550 trailer configurations providing service solutions for a number of customers throughout WA across both Bulk Haulage and Quarry divisions.The role of Learning & Development Manager at MGM includes the scope to review, design, and pave the way for the implementation of a full learning strategy, covering multiple business and client locations, ensuring alignment with strategic, HSE and operational requirements.

To design, implement and prepare the business for the introduction of a full learning strategy, supporting a ground up, top down approach within a Not for Profit environment, considering legacy culture, business redesign whilst working in the Disability and NDIS sector. Aspects of this role include: - Application of a contemporary Learning Framework, based on the capabilities of a Not for Profit environment.- Design and implementation of a fit for purpose learning management system & content platform, focusing on employee engagement, the drive for a self driven learning culture and reporting capability to include custom data for release to a BI environment. - Conduct a skill and competency mapping exercise, enabling new and existing employees to understand development pathways and competency constructs. - Redesign and deliver a modern and industry relevant Personal Development Review process, incorporating learning journey support, focusing on goal setting, skill based career mapping and realistic growth pathways.- Collate and reconfigure cross business learning budgets to reflect changes in given funding models, ensuring existing clinical focus areas remain aligned to ongoing development requirements. - Introduce a simplified gap analysis to highlight skill and clinical competency gaps across business areas while mapping learning interventions to productivity outcome requirements in each given business sector.

- Develop learning strategies and supporting systems to enable change - Create modern and engaging platforms to access and engage in learning activity- Maintain and modernise existing regulatory learning requirements, minimising compliance risk- Align learning paths and development opportunities to strategy and change programmes- Engage specialised support to develop existing capability across the business- Facilitate team development and execution of project outcomes- Engage and support external employee study and development opportunities - Engage and support ongoing strategic gap analysis and training needs assessments - Develop ongoing 70 / 20 / 10 methodologies supporting modern and engaging learning experiences - Foster change initiatives increasing business value through budgeting and resource allocation

PWC Group (NGO / Embassy Salary and Benefit Comparison): - Liaise with key NGO Sector and Diplomatic coordinators to collect and analyse remuneration data - Mange data analytics and gap reporting - Design and fulfil final report submission inline with PWC brand and policy guidelines Pick n Pay SA (Business Launch - Mozambique) : - Recruit employees both locally and on an expatriate basis to fulfil headcount requirement - Complete competency testing for all new recruits - Design and Implement Induction rollout for all staff to include full English / Portuguese translations - Design and present HR policy in alignment with PnP franchise requirements and within Mozambican Law - Implement VIP / Softline Payroll software - Work closely with the PnP S.A Franchise team to ensure alignment and continuity of the PnP brand

- Design & launch of the 09/10 learning & development strategy across the business - Design & launch of the Boutique 1 Academy programme + supporting course content - Standard operating procedure level 1 & 2 - Project management - Performance management & appraisal review 09 - Full company TNA - Headcount & budget management - Overall training plan development including skills / fashion / brand / hospitality (3 year)- Full induction review and innovation

- Performance management design and stage 1 implementation - HR employment policy development and implementation- Succession & growth planning - Recruitment & contract management- Strategic implementation of grading and salary scale model- Change management programme delivery - Business process design, development & implementation based on strategic organisation objectives- HRMS system coordination and implementation- Training & development policy integration - Personal development planning & skills integration programme development

- Area wide TNA- Design and execution of required technical & soft skill competency sets - Launch development inclusive of systems integration & business process inclusion programme- Career development programme project implementation incorporating all managed departments - Budget management to over $1.5m- Strategic development planning to meet business objectives, targets and goals- Materials development to forecasted launch programme timescales- Team management

- Maintain and realise new and existing product strategy and sales cultures- Increase product training culture & integrate preferred sales techniques within the mass retail sector- Evolve e- learning preferences and practices to include policy and provider status- Ensure consistent skill integration within products and service content - Headcount & budget management

- Orientation, product and technical knowledge - Core competencies including: sales, presentation, negotiation, data capture & reporting. - Bespoke software and systems training- Development of 60+ field based staff plus management headcount- Implementation of skills programmes within crossover FMCG / telecommunications accounts- Brand awareness - Staff incentives and consumer initiatives