SATIC Design Consultant

📍 Job Overview

Job Title: SATIC Design Consultant

Company: PwC

Location: Johannesburg, South Africa

Job Type: Full-Time

Category: Talent Development & Learning Operations

Date Posted: March 25, 2026

Experience Level: 5-8 Years

Remote Status: On-site

🚀 Role Summary

• Design, develop, and curate innovative learning content to meet specific business objectives and enhance employee skills.

• Collaborate with subject matter experts (SMEs) and stakeholders to translate business needs into measurable learning outcomes and effective training interventions.

• Foster a culture of continuous learning and professional growth by leveraging cutting-edge learning design methodologies and technology.

• Provide leadership, coaching, and mentorship to junior designers, ensuring quality, consistency, and knowledge sharing within the team.

• Manage learning design projects, including planning, budgeting, execution, and evaluation, to deliver impactful and sustainable L&D services.

📝 Enhancement Note: This role is positioned within PwC's Talent, Development & Coaching Centre of Excellence (TD&C CoE), specifically within the LoS and Firmwide Design Teams. The core focus is on the strategic design and development of learning programs, rather than direct delivery or implementation, though collaboration with those teams is essential. The emphasis on "programmatic design" suggests a focus on structured, recurring learning initiatives that align with firm-wide and Line of Service (LoS) strategies.

📈 Primary Responsibilities

• Design and develop programmatic learning content through curation, in-house authoring, and engagement with external suppliers, leveraging specific Line of Service (LoS) and Firmwide knowledge.

• Translate business objectives into key learning objectives and design highly effective learning interventions, ensuring alignment with the firm's strategy and priorities.

• Review content authored by Design Senior Associates and peers to ensure quality control, validate that learning objectives are met, challenge learning efficacy and innovation, and drive consistency across programs.

• Facilitate design workshops and lead the briefing/training of facilitators and hosts to equip them to deliver learning content effectively.

• Support the Portfolio Strategy Leader (PSL) and/or Senior Design Consultant (SDC) in project management activities, including planning, budgeting, and ensuring timely delivery of tasks within designated resources.

• Partner with business SMEs to understand their needs and maintain a business-centered approach in all design actions and decisions.

• Collaborate closely with the Learning Implementation and Reporting team (LI&R) and the Integrated Services - Event Delivery team to ensure successful learning intervention delivery.

• Support the PSL/SDC in defining appropriate evaluation metrics, analyzing evaluation reporting at a program level, and using insights to inform future design iterations.

• Consider diversity, inclusion, wellbeing, accessibility, external supplier management, and environmental/social impact when designing content.

• Coach and supervise more junior designers to enhance team capability, quality of output, and promote knowledge sharing.

• Stay abreast of and adopt market insights and the latest innovations in learning design and technology.

• Collaborate with other Design Consultants across the Design team to ensure alignment of T&D activities across the CoE and share best practices.

📝 Enhancement Note: The responsibilities highlight a blend of strategic design, content development, quality assurance, stakeholder management, and team leadership. The emphasis on "programmatic content" and "LoS specific and/or Firmwide knowledge" indicates a need for understanding PwC's service offerings and strategic priorities. The role requires a proactive approach to understanding business needs and translating them into tangible learning solutions.

🎓 Skills & Qualifications

Education:

• Minimum: Honors Bachelor Degree in HR, Industrial Psychology, Education, Business, or a related field.

• Preferred: Post-Graduate Qualification in Learning, HR, Digital Learning, or Organizational Development.

• Advantageous: Instructional Design Certification.

Experience:

• Minimum Years of Experience in Learning Design: 5 – 8 years.

• Industry Experience: Experience in the design, development, and review of face-to-face and technology-enabled learning solutions, showcasing innovation and creativity.

• Professional Services/Consulting: Experience in Professional Services or Consulting Environments is advantageous.

Required Skills:

• Learning Design Methodologies: Proficiency in instructional design frameworks such as ADDIE, SAM, and Design Thinking for Learning.

• Content Development: Ability to author, curate, and develop high-impact learning content across various modalities.

• Stakeholder Management: Proven ability to engage and influence stakeholders, communicating confidently, clearly, and effectively in verbal and written formats.

• Coaching & Mentoring: Ability to lead, coach, and develop self and others, fostering team capability and promoting knowledge sharing.

• Project Management: Ability to adhere to project management disciplines to deliver on tasks and responsibilities on time and to budget, with designated resources.

• Business Acumen: Understanding of PwC’s service propositions, with a broad understanding of the firm’s strategy and priorities.

Preferred Skills:

• Learning Technologies: Experience with Learning Management Systems (LMS) and Learning Experience Platforms (LXP).

• Learning Analytics: Experience with Learning Analytics for program evaluation and iteration.

• Adult Learning Principles: Deep understanding and application of adult learning theories.

• Assessment & Evaluation Design: Expertise in designing effective assessment and evaluation strategies for learning programs.

• Innovation: Innovative and creative approach to designing new learning solutions and tackling challenges.

• Digital Learning Solutions: Understanding of digital learning solutions and how they can add value and transform learning.

📝 Enhancement Note: The qualification and experience requirements emphasize a blend of formal education, hands-on learning design expertise, and strategic business understanding. The "5-8 years" experience benchmark suggests a mid-to-senior level role within the learning design function, requiring demonstrated impact and leadership potential. The advantageous qualifications point towards candidates who are not only skilled designers but also possess a broader understanding of HR, OD, and digital learning technologies.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Case Studies of Learning Interventions: Showcase at least 2-3 detailed case studies demonstrating the full lifecycle of a learning program design, from needs analysis to evaluation. Each case study should highlight the business problem, learning objectives, design methodology used (e.g., ADDIE, SAM), content developed, delivery approach, and measurable business outcomes.

• Content Samples: Provide examples of learning materials designed, such as facilitator guides, participant workbooks, e-learning modules (screenshots or links), job aids, or assessment instruments.

• Design Process Documentation: Include examples of how you have documented design processes, such as learning journey maps, instructional design documents, or needs analysis reports.

• Innovation & Technology Integration: Showcase instances where innovative learning design approaches or technologies were successfully integrated to enhance learning effectiveness and engagement.

• Stakeholder Collaboration Evidence: Demonstrate how you have collaborated with SMEs and stakeholders, perhaps through anonymized examples of communication plans, workshop outputs, or feedback incorporated into designs.

Process Documentation:

• Needs Analysis: Evidence of conducting thorough learning needs analyses, linking business challenges to specific skill or knowledge gaps.

• Instructional Design Framework Application: Clear articulation and application of chosen instructional design models (e.g., ADDIE, SAM) throughout the design process.

• Content Curation & Authoring Standards: Documentation of processes for curating existing content and authoring new materials, including quality assurance steps.

• Evaluation Strategy Implementation: Examples of how evaluation plans were developed and executed, including data collection and analysis for program improvement.

📝 Enhancement Note: Given the "Design Consultant" title and the emphasis on understanding business objectives, the portfolio should clearly demonstrate the candidate's ability to translate strategic needs into structured, effective learning solutions. The PwC context suggests a preference for candidates who can showcase their ability to work within established frameworks (like ADDIE/SAM) while also demonstrating innovation and a business-centric approach.

💵 Compensation & Benefits

Salary Range:

Based on industry benchmarks for a Learning Design Consultant with 5-8 years of experience in a major metropolitan area like Johannesburg within a large professional services firm like PwC, a competitive annual salary range is estimated to be between ZAR 650,000 and ZAR 950,000. This estimate considers the seniority of the role, the specialized skills required, and the cost of living in Johannesburg.

Benefits:

• Comprehensive Medical Aid: Coverage for healthcare expenses, including hospitalization and routine medical care.

• Retirement Fund Contributions: Employer contributions to a pension or provident fund.

• Performance-Based Bonuses: Potential for annual bonuses tied to individual and firm performance.

• Professional Development & Training: Access to ongoing learning opportunities, certifications, and potentially tuition reimbursement for relevant advanced degrees.

• Paid Time Off: Generous annual leave, sick leave, and public holidays.

• Employee Assistance Program (EAP): Confidential counseling and support services for personal and work-related issues.

• Potential for Travel: Up to 20% travel, offering opportunities to engage with different teams and locations.

Working Hours:

• Standard professional full-time hours, typically around 40 hours per week.

• The role may require flexibility to work within UK hours for specific projects or collaborations, as indicated in the job description.

• Occasional overtime may be necessary to meet project deadlines or deliver on critical tasks.

📝 Enhancement Note: The salary range is an estimate based on typical compensation for similar roles in South Africa's professional services sector. The inclusion of "Ability to work within UK hours" suggests potential for cross-border collaboration or alignment with global L&D initiatives, which might influence compensation slightly.

🎯 Team & Company Context

🏢 Company Culture

Industry: Professional Services / Consulting

Company Size: Large (PwC is a global network of firms with over 325,000 employees worldwide, indicating a significant presence and complex organizational structure). This size implies robust L&D infrastructure, established processes, and opportunities for diverse career paths.

Founded: 1998 (PwC was formed from the merger of Coopers & Lybrand and Price Waterhouse). This history suggests a well-established organization with a strong legacy and deep industry expertise.

Team Structure:

• Talent, Development & Coaching Centre of Excellence (TD&C CoE): This is the overarching department responsible for talent management and development.

• Design Teams (LoS and Firmwide): This specific team comprises creative learning designers focused on understanding business needs and designing learning solutions.

• Reporting Structure: Design Consultants report into a Portfolio Strategy Leader (PSL) and may report to a Senior Design Consultant (SDC) for program delivery.

• Cross-functional Collaboration: Close collaboration with business SMEs, Learning Implementation and Reporting (LI&R) team, Integrated Services - Event Delivery team, and other Design Consultants.

Methodology:

• Business-Centered Approach: Prioritizing understanding and meeting business needs in all learning design initiatives.

• Learning Design Frameworks: Utilization of established methodologies like ADDIE, SAM, and Design Thinking for Learning.

• Data-Driven Iteration: Analyzing evaluation reports to inform and refine future design iterations.

• Innovation & Technology Integration: Embracing new technologies and creative approaches to enhance learning effectiveness.

• Quality Assurance: Rigorous review of content to ensure quality, consistency, and achievement of learning objectives.

Company Website: https://www.pwc.com/

📝 Enhancement Note: PwC's culture is generally characterized by a strong emphasis on professional development, client service, integrity, and collaboration. The TD&C CoE's mission aligns with this, focusing on enabling talent and fostering continuous learning, which is crucial in the dynamic consulting industry. The "Manager" level designation suggests leadership and management responsibilities beyond individual contribution.

📈 Career & Growth Analysis

Operations Career Level: Manager (Talent Development / Learning Design)

This level signifies a role with significant responsibility in designing and overseeing learning solutions that impact firm-wide capabilities. It involves strategic input, project leadership, and team development, moving beyond purely execution-focused tasks.

Reporting Structure:

The Design Consultant reports to a Portfolio Strategy Leader (PSL) and may receive direction from a Senior Design Consultant (SDC) for program delivery. This structure indicates a hierarchical yet collaborative approach within the TD&C CoE, with clear lines of accountability and opportunities for mentorship from more senior individuals.

Operations Impact:

This role directly impacts the firm's success by enhancing the skills, knowledge, and capabilities of its people. Effective learning design translates into better client service, improved operational efficiency, increased employee retention, and the development of future leaders within PwC. The impact is measured through improved learning outcomes, adoption rates, and ultimately, contributions to the firm's strategic priorities and business results.

Growth Opportunities:

• Advancement to Senior Design Consultant (SDC) or PSL: Progressing to roles with greater strategic oversight, team management, and portfolio responsibility.

• Specialization: Developing expertise in specific areas of learning design, such as digital learning, learning analytics, or a particular business function's learning needs.

• Leadership Development: Opportunities to lead cross-functional projects, mentor junior staff, and contribute to the strategic direction of the TD&C CoE.

• Cross-LoS/Firmwide Design Leadership: Opportunities to design and influence learning programs that span multiple Lines of Service or the entire firm.

• Operational Excellence: Contributing to the continuous improvement of L&D processes and methodologies within PwC.

📝 Enhancement Note: The "Manager" level designation, coupled with the specific responsibilities and reporting structure, suggests a role that is integral to PwC's talent strategy. Growth opportunities are clearly defined, aligning with typical career paths in corporate L&D and professional services.

🌐 Work Environment

Office Type: On-site (Johannesburg, South Africa)

This indicates a traditional office-based work environment, fostering in-person collaboration and team cohesion.

Office Location(s):

The primary location is Johannesburg, South Africa. PwC typically has well-equipped office facilities designed for professional services, including meeting rooms, collaborative workspaces, and individual workstations.

Workspace Context:

• Collaborative Environment: The office setting supports direct interaction with colleagues, SMEs, and project teams, facilitating brainstorming and problem-solving.

• Tools & Technology: Access to PwC's standard technology infrastructure, including communication platforms, project management tools, and potentially specialized learning design software.

• Team Interaction: Regular opportunities for team meetings, design reviews, workshops, and informal knowledge sharing with fellow learning professionals.

• Focus on Professionalism: An environment that upholds professional standards, client confidentiality, and a commitment to excellence.

Work Schedule:

• Primarily standard business hours (approximately 40 hours per week).

• Potential requirement to work within UK hours for specific collaborative efforts or projects, suggesting some flexibility or extended availability may be needed.

• Travel up to 20% may be required, indicating periods of work away from the primary office location.

📝 Enhancement Note: The on-site requirement in Johannesburg, coupled with the potential need to align with UK working hours, suggests a role that balances local team collaboration with global project demands. This blend is common in large multinational professional services firms.

📄 Application & Portfolio Review Process

Interview Process:

1. Initial Screening: A review of your CV and application by the PwC Talent Acquisition team to assess alignment with the minimum qualifications and experience.

2. Hiring Manager/PSL Interview: A discussion focused on your experience in learning design, understanding of business needs, stakeholder engagement skills, and alignment with PwC's culture and values. Expect questions about your approach to specific design challenges.

3. Portfolio Review & Presentation: You will likely be asked to present a selection of your work from your portfolio. This is a critical stage to demonstrate your design process, creativity, impact, and ability to articulate your solutions. Be prepared to discuss your rationale, challenges faced, and outcomes achieved.

4. Behavioral & Situational Interview: Further interviews, potentially with senior team members or other stakeholders, to assess leadership potential, problem-solving abilities, resilience, and how you handle conflict or ambiguity. Questions will likely be framed around PwC's competency framework.

5. Final Assessment: A potential final round of interviews or assessment to confirm suitability for the Manager level and the specific team.

Portfolio Review Tips:

• Curate Strategically: Select 2-3 of your strongest, most relevant projects that showcase your end-to-end learning design capabilities, ideally from professional services or a similar complex environment.

• Focus on Impact: For each project, clearly articulate the business problem, the learning objectives, your specific role and contributions, the solutions you designed, and the measurable outcomes or ROI achieved. Quantify results whenever possible.

• Demonstrate Process: Walk through your design process, explaining the methodologies used (e.g., ADDIE, SAM), how you engaged SMEs, and how you ensured quality and alignment with objectives.

• Highlight Innovation: Showcase how you incorporated creative approaches, new technologies, or adult learning principles to enhance engagement and effectiveness.

• Be Ready to Discuss Challenges: Prepare to discuss any challenges encountered (e.g., stakeholder resistance, tight deadlines, technical limitations) and how you navigated them.

• Tailor to PwC: Understand PwC's business and L&D priorities. Frame your examples in a way that demonstrates how your skills can benefit their organization.

Challenge Preparation:

• Scenario-Based Questions: Be prepared for hypothetical scenarios related to designing learning for a specific business challenge, managing difficult stakeholders, or addressing a failing learning program.

• Design Exercise: You might be given a brief to design a learning intervention for a specific PwC need, which you'll need to outline conceptually or in detail within a given timeframe.

• Competency-Based Questions: Prepare STAR method (Situation, Task, Action, Result) responses for common behavioral questions related to leadership, teamwork, problem-solving, and influencing.

📝 Enhancement Note: The interview process at a firm like PwC is typically structured and rigorous, aiming to assess not only technical skills but also cultural fit and leadership potential. The portfolio review is a crucial component for a design role, serving as tangible proof of capability.

🛠 Tools & Technology Stack

Primary Tools:

• Learning Design Software: Proficiency with authoring tools such as Articulate Storyline, Adobe Captivate, or similar platforms for creating e-learning modules.

• Multimedia Tools: Experience with graphic design (e.g., Adobe Creative Suite), video editing, and audio production tools to create engaging learning assets.

• Collaboration Platforms: Familiarity with Microsoft Teams, Slack, or other enterprise collaboration tools for team communication and project management.

Analytics & Reporting:

• Learning Management Systems (LMS) / Learning Experience Platforms (LXP): Experience working with platforms like Workday Learning, SAP SuccessFactors, Cornerstone OnDemand, or similar, for content deployment, tracking, and reporting.

• Learning Analytics Tools: Understanding of how to interpret data from LMS/LXP and potentially specialized analytics tools to measure learning effectiveness and ROI.

CRM & Automation:

• Project Management Software: Familiarity with tools like Asana, Trello, Jira, or Microsoft Project for managing design projects, tasks, and timelines.

• Content Curation Platforms: Potential use of tools for discovering and curating external learning resources.

• Microsoft Office Suite: Advanced proficiency in PowerPoint (for presentations and storyboarding), Word (for documentation), Excel (for data analysis and reporting), and Outlook (for communication).

📝 Enhancement Note: While specific tools aren't listed, the description implies a need for expertise in industry-standard learning design software, LMS/LXP platforms, and general productivity/collaboration tools common in large corporate environments. The mention of "Learning Technologies" and "Learning Analytics" points to a requirement for understanding and leveraging these within the design process.

👥 Team Culture & Values

Operations Values:

• Integrity and Authenticity: Upholding professional standards, ethical conduct, and transparency in all dealings. This translates to honest feedback, ethical design choices, and reliable execution.

• Purpose-Driven: Articulating and acting in alignment with PwC's purpose, which often involves building trust and solving important problems. For L&D, this means designing programs that genuinely empower employees to serve clients better.

• Inclusivity and Diversity: Actively considering and incorporating diverse perspectives, backgrounds, and needs into learning design to ensure accessibility and equitable learning experiences.

• Innovation and Technology Adoption: Embracing new tools, methodologies, and creative solutions to enhance learning delivery and drive efficiency.

• Collaboration and Teamwork: Working effectively across teams, departments, and borders to achieve common goals, sharing knowledge and supporting colleagues.

• Excellence and Quality: A commitment to delivering high-quality work that meets and exceeds client (internal and external) expectations.

Collaboration Style:

• Cross-Functional Integration: Proactively engaging with business SMEs, other L&D teams (implementation, reporting), and various LoS representatives to ensure learning solutions are relevant and effective.

• Feedback-Rich Environment: Open to constructive feedback on designs and willing to provide it to peers and junior colleagues to foster continuous improvement.

• Knowledge Sharing: Actively participating in sharing best practices, insights, and learnings with the broader Design team and CoE.

• Partnership Approach: Building strong relationships with stakeholders to foster trust and ensure alignment throughout the design and development process.

📝 Enhancement Note: PwC's stated values are critical for understanding how the team operates. For a Design Consultant, this means not just creating content, but doing so in a way that reflects these values – ensuring inclusivity, driving innovation, and collaborating effectively to serve the firm's purpose.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Diverse Needs: Designing learning that effectively meets the varied needs of different Lines of Service (LoS) and individual employee roles within a large, complex organization.

• Keeping Pace with Innovation: Staying current with rapidly evolving learning technologies, design methodologies, and adult learning theories to ensure programs remain cutting-edge and effective.

• Measuring Impact: Quantifying the ROI and business impact of learning interventions can be challenging, requiring sophisticated evaluation strategies and data analysis.

• Stakeholder Alignment: Securing buy-in and managing expectations from various business leaders and SMEs who may have differing priorities or perspectives on learning needs.

• Project Management Under Pressure: Delivering high-quality design work within tight deadlines and budget constraints, often juggling multiple projects simultaneously.

Learning & Development Opportunities:

• Advanced Instructional Design Certifications: Pursuing specialized certifications in areas like gamification, learning analytics, or specific design frameworks.

• Leadership Development Programs: Access to PwC's internal leadership training to hone management, coaching, and strategic planning skills.

• Industry Conferences & Workshops: Opportunities to attend L&D conferences (e.g., ATD, Learning Technologies) to gain insights and network with peers.

• Mentorship: Being mentored by senior leaders within the TD&C CoE or other parts of the firm, and serving as a mentor to junior designers.

• Exposure to Global Projects: Gaining experience designing for global audiences and collaborating with international teams.

📝 Enhancement Note: This role offers a significant opportunity to contribute to the professional development of a leading global firm. The challenges are inherent to working in a large, dynamic professional services environment, and the growth opportunities are well-defined for career progression within L&D and broader HR functions.

💡 Interview Preparation

Strategy Questions:

• "Describe a complex learning need you identified within a business unit and how you translated that into a comprehensive learning design strategy." (Focus on needs analysis, strategic alignment, and holistic design.)

• "How do you ensure your learning designs are inclusive and accessible to all learners, considering diverse backgrounds and needs?" (Highlight your approach to accessibility, DEI principles in design.)

• "Walk us through your process for evaluating the effectiveness of a learning program and how you use that data to inform future iterations." (Emphasize metrics, evaluation frameworks, and iterative design.)

Company & Culture Questions:

• "What do you know about PwC's purpose and values, and how would you ensure your learning designs reflect them?" (Research PwC's purpose, values, and current strategic initiatives.)

• "Describe a time you had to influence a skeptical stakeholder or SME to adopt your learning design recommendations. What was your approach, and what was the outcome?" (Demonstrate influencing and communication skills.)

Portfolio Presentation Strategy:

• Project Selection: Choose 2-3 projects that best showcase your end-to-end design process, impact, and ability to handle complexity.

• Storytelling: Frame each project as a narrative: the challenge (business need), the journey (your design process), the solution (the learning intervention), and the impact (results achieved).

• Quantify Results: Use data and metrics to demonstrate the success of your designs (e.g., improved performance metrics, reduced errors, increased engagement scores).

• Highlight Your Role: Clearly articulate your specific contributions and decision-making throughout each project.

• Be Prepared for Deep Dives: Expect detailed questions about your design choices, rationale, and challenges faced.

📝 Enhancement Note: PwC is known for its structured interview process. Candidates should prepare to discuss their experiences using behavioral examples (STAR method) and demonstrate a clear understanding of learning design principles and their application within a professional services context. The interview will assess not only technical skills but also problem-solving, leadership, and cultural fit.

📌 Application Steps

To apply for this SATIC Design Consultant position:

• Submit Your Application: Complete and submit your application through the PwC careers portal.

• Tailor Your Resume: Optimize your resume to highlight your 5-8 years of experience in learning design, instructional design, content authoring, and project management. Use keywords from the job description (e.g., ADDIE, SAM, stakeholder management, learning analytics, digital learning).

• Curate Your Portfolio: Select your strongest 2-3 learning design projects. Ensure you can clearly articulate the business problem, your process, the solution, and the measurable impact. Prepare to present these confidently.

• Research PwC: Familiarize yourself with PwC's purpose, values, service offerings, and current strategic priorities. Understand how talent development supports these objectives.

• Practice Your Presentation: Rehearse presenting your portfolio projects, focusing on clear communication, concise explanations, and demonstrating your design rationale and impact. Prepare for potential scenario-based and behavioral interview questions.

⚠️ Important Notice: This enhanced job description includes AI-generated insights and operations industry-standard assumptions. All details should be verified directly with the hiring organization before making application decisions.