SATIC - Learning and Development Design Manager

📍 Job Overview

Job Title: SATIC - Learning and Development Design Manager Company: PwC Location: Johannesburg, Gauteng, South Africa Job Type: FULL_TIME Category: Talent & Development Operations / Learning & Development Date Posted: 2025-08-29 Experience Level: Manager (5-10 years) Remote Status: On-site

🚀 Role Summary

• This role is central to shaping the learning and development (L&D) strategy within PwC, focusing on designing and curating impactful programs that drive individual growth and support firm-wide strategic priorities.
• The position requires a blend of creative learning design, business acumen, and leadership to ensure L&D initiatives are innovative, effective, and aligned with market developments and firm strategy.
• As a key member of the Talent, Development & Coaching Centre of Excellence (TD&C CoE), you will collaborate with business SMEs and cross-functional teams to translate learning needs into measurable outcomes.
• This role emphasizes fostering a culture of continuous learning, leveraging technology for enhanced learning experiences, and contributing to the overall talent enablement within the organization.

📝 Enhancement Note: While the raw job description doesn't explicitly state "Revenue Operations" or "Sales Operations," the focus on designing and delivering programs that enhance employee skills and knowledge, coupled with the need to align with firm strategy and business outcomes, places this role firmly within the broader operational excellence framework. L&D operations are critical for enabling sales and revenue-generating teams by ensuring they possess the necessary skills and knowledge for effective client engagement and service delivery. The role's emphasis on process, design, and impact measurement aligns with core operations principles.

📈 Primary Responsibilities

• Design, develop, and curate programmatic content for various Lines of Service (LoS), leveraging firm-wide knowledge, external suppliers, and innovative learning methodologies.
• Translate business objectives and learner needs into clear learning objectives and highly effective learning interventions, ensuring alignment with firm strategy and market developments.
• Collaborate closely with business Subject Matter Experts (SMEs) to gather content requirements and ensure learning solutions are relevant and impactful.
• Review and provide quality control for content developed by junior designers, ensuring learning objectives are met, efficacy is challenged, and innovation is driven.
• Partner with the People Solutions Learning Experience team and Integrated Services - Event Delivery team to ensure seamless execution of learning interventions.
• Facilitate design workshops and lead the briefing/training of facilitators and hosts to ensure effective delivery of learning content.
• Support Portfolio Strategy Leaders (PSLs) and Senior Design Consultants (SDCs) in establishing appropriate evaluation metrics, analyzing evaluation reporting, and iterating on design based on program impact.
• Incorporate diversity, inclusion, wellbeing, accessibility, environmental, and social impact considerations into learning content design.
• Coach and supervise more junior designers to enhance team capability, ensure quality of output, and promote knowledge sharing within the L&D function.
• Contribute to the Innovation & Investment Communities of Practice, sharing best practices and adopting market insights and the latest innovations in learning design.
• Support PSLs/SDCs with project management activities as required, ensuring timely and budget-conscious delivery of L&D projects.

📝 Enhancement Note: The responsibilities highlight a strong focus on process ownership, stakeholder management, and outcome-driven design, which are core to operations roles. The emphasis on reviewing content, ensuring quality control, and analyzing evaluation reporting points to a structured approach to L&D operations, mirroring the analytical and process-improvement focus found in sales and revenue operations.

🎓 Skills & Qualifications

Education:

• A strong foundation in learning design principles, instructional design methodologies, and adult learning theory is expected. While a specific degree is not mandated, a Bachelor's or Master's degree in Education, Instructional Design, Human Resources, Business, or a related field would be advantageous.

Experience:

• Proven experience (5-10 years) in designing, developing, and reviewing face-to-face and technology-enabled learning solutions, demonstrating innovation and creativity.
• Experience in managing projects from conception to completion, including planning, budgeting, execution, and stakeholder management.
• Demonstrated experience in coaching and mentoring junior team members, fostering their development and improving team capabilities.
• Recent experience working within Tax or Advisory (Deals/Consulting) in Professional Services is advantageous but not compulsory, indicating a preference for understanding the professional services environment.

Required Skills:

• Communication: Proven ability to engage and influence stakeholders, communicating confidently, clearly, and effectively in both verbal and written formats. This includes articulating complex learning concepts and business needs.
• Coaching & Feedback: Ability to lead, coach, and develop self and others, providing constructive feedback to enhance performance and skill development within the L&D team.
• Teamwork: Ability to build a wide range of relationships and work collaboratively as part of a wider team, contributing to shared goals and fostering a supportive team environment.
• Embracing Change: Adaptability and resilience to deliver under pressure in an ambiguous and changing landscape, actively embracing new methodologies and technologies in L&D.
• Learning Agility: A proactive approach to self-development, seeking opportunities to learn new skills and encouraging others to do the same, staying current with L&D trends and innovations.
• Creativity: Aptitude for innovative thinking in approaching new challenges and developing engaging learning solutions that meet diverse learner needs.
• Service Excellence: A commitment to delivering high-quality L&D services, remaining business-centered and understanding business needs to drive impactful outcomes.

Preferred Skills:

• Understanding of digital learning solutions and Learning Technologies, and their application in transforming learning delivery.
• Familiarity with PwC's service propositions, firm strategy, and priorities to ensure L&D initiatives are strategically aligned.
• Commercial acumen and an understanding of the firm’s business priorities from a global and inclusive perspective.
• Proficiency in project management disciplines to ensure timely and budget-conscious delivery of L&D tasks and responsibilities.
• Ability to assimilate complex data and information objectively to inform recommendations and design iterations.

📝 Enhancement Note: The emphasis on "Learning Agility" and "Embracing Change" aligns with the dynamic nature of operations roles, which require continuous adaptation to new tools, processes, and business needs. The "Service Excellence" skill directly relates to the operational goal of providing efficient and effective support to the business.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Process Improvement Case Studies: Showcase examples of learning programs designed and implemented, detailing the process from needs analysis to evaluation, highlighting improvements in learner engagement, knowledge retention, or on-the-job application.
• Metrics and Efficiency: Provide evidence of how learning interventions have achieved measurable business outcomes (e.g., improved performance metrics, reduced error rates, increased sales effectiveness). Demonstrate an understanding of ROI for L&D initiatives.
• System Implementation Standards: If applicable, include examples of integrating learning solutions with existing HRIS or LMS platforms, or leveraging new learning technologies. Showcase an understanding of design standards that ensure scalability and maintainability.
• ROI Demonstration: Be prepared to discuss how the impact of learning programs was measured and the return on investment (ROI) achieved, linking L&D outcomes to broader business objectives.

Process Documentation:

• Workflow Design and Optimization: Candidates should be able to articulate their process for designing learning interventions, from initial business needs assessment and stakeholder consultation through to detailed instructional design and content authoring.
• Implementation and Automation: Demonstrate an understanding of how learning content is deployed and managed, including the use of learning technologies, and any efforts towards automating aspects of the L&D process for efficiency.
• Measurement and Performance Analysis: Detail processes for evaluating learning effectiveness (e.g., Kirkpatrick's levels of evaluation), analyzing feedback, and using this data to inform future program iterations and continuous improvement.

📝 Enhancement Note: A strong portfolio demonstrating a structured approach to learning design, content development, and impact measurement is crucial. This mirrors the need for operations professionals to showcase their ability to manage complex workflows, implement efficient processes, and demonstrate tangible business results through their work.

💵 Compensation & Benefits

Salary Range:

• Based on industry benchmarks for a Learning and Development Design Manager role with 5-10 years of experience in South Africa, particularly in professional services within Johannesburg, the estimated annual salary range is R650,000 - R950,000 ZAR. This range accounts for the managerial level, specific skill set in learning design, and the prestigious nature of the employer.

Benefits:

• Comprehensive Health Coverage: Access to medical aid schemes, often including hospital plans, day-to-day benefits, and potentially specialized cover.
• Retirement Savings: Contributions to a provident fund or pension fund, ensuring long-term financial security.
• Professional Development: Opportunities for continuous learning, certifications, workshops, and access to PwC's extensive internal training resources, directly supporting career growth.
• Performance-Based Bonuses: Potential for annual bonuses tied to individual and firm performance, reflecting commitment and achievement.
• Employee Assistance Programs: Access to confidential counseling and support services for personal and work-related challenges.
• Paid Time Off: Generous annual leave, sick leave, and other statutory leave benefits.
• Potential for Travel: Up to 20% travel, which can offer exposure to different environments and projects.

Working Hours:

• Standard full-time working hours are expected, typically around 40 hours per week. While the role is on-site, PwC often fosters a culture that balances demanding project work with flexibility where operational needs allow, particularly concerning project planning and workload management.

📝 Enhancement Note: The salary estimate is based on market research for similar roles in Johannesburg, South Africa, considering the experience level and the reputation of PwC. Benefits are typical for large professional services firms and are designed to support employee well-being and professional development, aligning with the expectations of operations professionals seeking a stable and growth-oriented environment.

🎯 Team & Company Context

🏢 Company Culture

Industry: Professional Services (Consulting, Advisory, Assurance) Company Size: Large Enterprise (PwC operates globally with tens of thousands of employees worldwide, and a significant presence in South Africa). This size implies structured processes, extensive resources, and a wide network of professionals. Founded: PwC has a history dating back to the mid-19th century, evolving through mergers to become one of the "Big Four" accounting and professional services firms. This long history signifies stability, established methodologies, and a deep understanding of diverse business needs.

Team Structure:

• L&D Team: You will be part of the Talent, Development & Coaching Centre of Excellence (TD&C CoE), specifically within the LoS Design Team. This team is likely composed of learning designers, content specialists, and project leads.
• Reporting: You will report to an aligned Portfolio Strategy Leader (PSL) and may also report to a Senior Design Consultant (SDC) for specific program delivery aspects.
• Cross-functional Collaboration: The role necessitates close collaboration with business SMEs, the People Solutions Learning Experience team, Integrated Services - Event Delivery, and other Design Consultants across the Design Hub to ensure alignment and share best practices.

Methodology:

• Data-Driven Design: The role emphasizes understanding business needs and using evaluation reporting to inform future design iterations, suggesting a data-driven approach to L&D.
• Process Adherence & Innovation: You are expected to follow established L&D processes from the Innovation & Investments (I&I) Hub while also leveraging innovation and insights to create effective learning solutions.
• Continuous Improvement: The culture encourages learning agility, knowledge sharing, and contribution to communities of practice, promoting ongoing enhancement of L&D practices.

Company Website: https://www.pwc.com/za/en.html

📝 Enhancement Note: PwC's culture is typically characterized by a strong emphasis on professional standards, client service, integrity, and continuous learning. For an operations professional, this translates to a structured environment where processes are valued, data informs decisions, and there's a clear drive for efficiency and excellence in service delivery.

📈 Career & Growth Analysis

Operations Career Level: Manager (5-10 years experience). This level indicates responsibility for managing projects, leading teams, and contributing to strategic L&D initiatives. It's a step beyond individual contributor roles, requiring leadership and strategic thinking within the L&D operations domain. Reporting Structure: Reporting to a PSL and potentially an SDC places you within a clear hierarchy, with opportunities to learn from senior leaders in L&D strategy and execution. This structure facilitates mentorship and exposure to higher-level decision-making processes. Operations Impact: As a Learning and Development Design Manager, your impact is on enabling the firm's people. By designing effective programs, you directly contribute to enhancing the skills and knowledge of employees, which in turn impacts client service quality, operational efficiency, and the firm's ability to meet strategic objectives. This role is crucial for talent development, which is a key operational pillar for any professional services firm.

Growth Opportunities:

• Specialization: Deepen expertise in specific areas of learning design, instructional technology, or program management within L&D.
• Leadership Progression: Advance to Senior Design Consultant, Portfolio Strategy Leader, or other leadership roles within the TD&C CoE or broader HR/Talent functions.
• Cross-Functional Exposure: Gain experience working with various business units (Lines of Service), understanding their unique operational challenges and how L&D can support them.
• Skill Development: Access PwC's extensive development programs to enhance skills in areas like digital learning, project management, stakeholder engagement, and leadership.
• Innovation Contribution: Play a role in shaping the future of learning at PwC by contributing to innovation hubs and communities of practice.

📝 Enhancement Note: The career path for L&D professionals in large firms like PwC often involves moving from design to strategic program management and leadership. This role provides a solid foundation for growth within operations-focused functions by developing skills in process management, stakeholder alignment, and measurable impact delivery.

🌐 Work Environment

Office Type: On-site, suggesting a professional office environment typical of a large consulting firm. This typically includes dedicated workspaces, meeting rooms, and collaborative areas. Office Location(s): Johannesburg, Gauteng, South Africa. This location means working within a major economic hub, potentially offering good accessibility and integration with business operations.

Workspace Context:

• Collaborative Environment: The role explicitly requires working with SMEs, L&D teams, and delivery partners, suggesting an environment that values collaboration and knowledge sharing.
• Technology Integration: Expect access to modern office technology, including tools for learning design, content creation, project management, and communication platforms.
• Team Interaction: Opportunities to interact with a diverse group of professionals, including L&D specialists, business leaders, and junior team members, fostering a dynamic work atmosphere.

Work Schedule:

• The role is full-time and on-site, with an expected 40-hour work week. Given the project-driven nature of L&D design, there may be periods of high workload requiring dedication, but the overall environment likely supports professional autonomy in managing one's schedule and tasks efficiently.

📝 Enhancement Note: The on-site requirement is common for roles that involve significant team collaboration and direct engagement with internal stakeholders. For operations professionals, this environment often fosters stronger relationships and more efficient communication, which are key to driving process improvements.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: HR or a recruiter will likely review applications based on stated requirements and keywords.
• Hiring Manager Interview: A discussion with the Portfolio Strategy Leader or hiring manager to assess experience, skills, and cultural fit. Be prepared to discuss your approach to learning design, stakeholder management, and team leadership.
• Skills/Design Assessment: Potentially a practical exercise or case study focused on learning design, content development, or problem-solving related to L&D challenges. This might involve designing a short learning module or outlining a strategy for a specific learning need.
• Team/Panel Interview: Meeting with other L&D team members or stakeholders to evaluate collaboration skills, communication style, and how you might integrate into the existing team dynamics.
• Final Interview: Potentially with a more senior leader to confirm suitability and discuss career aspirations.

Portfolio Review Tips:

• Process-Centric Examples: Structure your portfolio around key L&D processes: needs analysis, design, development, implementation, and evaluation. For each project, clearly articulate the problem, your approach, the tools/methodologies used, and the outcome.
• Quantifiable Results: Wherever possible, use data and metrics to demonstrate the impact of your work. Quantify improvements in learner engagement, knowledge transfer, behavioral change, or business results.
• Showcase Innovation: Highlight examples where you incorporated creative solutions, new technologies, or innovative instructional design techniques.
• Clarity and Conciseness: Ensure your portfolio is well-organized, easy to navigate, and clearly communicates your contributions. Use visuals where appropriate (e.g., mock-ups, design documents).
• Tailor to PwC: Research PwC's values, business priorities, and L&D approach to highlight projects that align with their strategic objectives.

Challenge Preparation:

• Learning Needs Analysis: Be ready to discuss how you identify and analyze learning needs within an organization, potentially through case studies or hypothetical scenarios.
• Instructional Design Methodologies: Familiarize yourself with common models like ADDIE, SAM, Bloom's Taxonomy, and learning theories.
• Technology in L&D: Be prepared to discuss your experience with Learning Management Systems (LMS), e-learning authoring tools (e.g., Articulate Storyline, Adobe Captivate), and virtual classroom platforms.
• Stakeholder Management: Practice articulating how you manage relationships with SMEs, business leaders, and other stakeholders to ensure alignment and buy-in for L&D initiatives.

📝 Enhancement Note: The interview process for such a role will heavily scrutinize your ability to demonstrate structured thinking, process management, and measurable impact, mirroring the expectations for operations professionals. A strong, well-documented portfolio is essential for showcasing these capabilities.

🛠 Tools & Technology Stack

Primary Tools:

• Learning Management System (LMS): Experience with deploying and managing learning content through an LMS is likely expected.
• E-Learning Authoring Tools: Proficiency in tools such as Articulate Storyline, Adobe Captivate, or similar software for creating interactive e-learning modules.
• Content Curation Platforms: Familiarity with tools or processes for curating and organizing learning resources.
• Collaboration Tools: Experience with platforms like Microsoft Teams, Slack, or similar for team communication and project collaboration.

Analytics & Reporting:

• LMS Reporting Features: Ability to extract and analyze data from an LMS to track learner progress, completion rates, and assessment scores.
• Survey & Feedback Tools: Proficiency in tools like SurveyMonkey, Qualtrics, or internal platforms for gathering learner feedback.
• Data Visualization Tools: While not explicitly stated, familiarity with tools like Tableau or Power BI could be beneficial for creating impactful reports on L&D program effectiveness.

CRM & Automation:

• CRM Systems (e.g., Salesforce): While not directly a CRM role, understanding how L&D can integrate with CRM data (e.g., sales training effectiveness tracked against sales performance) can be an advantage.
• Automation Tools: Awareness of how automation can streamline L&D processes, such as enrollment, reminders, or reporting.
• Integration Platforms: Understanding how learning technologies integrate with other HR or business systems.

📝 Enhancement Note: Proficiency with e-learning authoring tools and LMS platforms is standard. The ability to analyze data from these systems and present findings clearly is a key operational skill that will be highly valued in this role.

👥 Team Culture & Values

Operations Values:

• Integrity & Professionalism: Upholding PwC's code of conduct and professional standards in all aspects of work, from design to stakeholder interaction.
• Excellence & Quality: A commitment to delivering high-quality learning solutions that meet rigorous standards and drive tangible business outcomes.
• Collaboration & Teamwork: Working effectively with colleagues, SMEs, and business leaders to achieve shared goals and foster a supportive environment.
• Innovation & Continuous Learning: Embracing new ideas, technologies, and learning methodologies to enhance L&D offerings and encourage personal growth.
• Client Centricity: Understanding and responding to the needs of the business (internal clients) to ensure L&D solutions are relevant and impactful.

Collaboration Style:

• Cross-functional Integration: Actively engaging with various business units (Lines of Service) and internal departments (People Solutions, Event Delivery) to ensure L&D initiatives are aligned with overall business strategy.
• Process Review & Feedback: Participating in peer reviews of content and design, providing constructive feedback, and being open to receiving feedback to improve processes and output.
• Knowledge Sharing: Contributing to communities of practice and collaborating with other design consultants to share best practices, insights, and learnings, fostering a culture of collective improvement.

📝 Enhancement Note: The values and collaboration style described are typical of professional services firms and are directly applicable to operations roles, emphasizing the importance of structured processes, stakeholder management, and a commitment to continuous improvement through teamwork.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Innovation with Process: Integrating cutting-edge learning technologies and methodologies while adhering to established PwC processes and quality standards.
• Diverse Business Needs: Designing effective learning solutions for a wide range of Lines of Service, each with unique operational requirements and learning objectives.
• Measuring Impact: Quantifying the precise business impact and ROI of L&D programs can be complex, requiring robust evaluation strategies and data analysis skills.
• Adapting to Change: Staying current with rapid advancements in learning technology and educational theory, and effectively applying these to L&D design in a dynamic business environment.

Learning & Development Opportunities:

• Operations Skill Advancement: Opportunities to deepen expertise in instructional design, learning technologies, project management, and data analytics for L&D.
• Industry Certifications: Potential to pursue certifications in learning design, instructional technology, or project management.
• Leadership Development: Access to PwC's leadership training programs, mentorship opportunities, and pathways to management and senior leadership roles within the L&D function.
• Exposure to Best Practices: Contributing to and learning from PwC's global network of L&D professionals and innovation hubs.

📝 Enhancement Note: The challenges presented are common in operations roles, requiring adaptability, strong analytical skills, and a proactive approach to problem-solving. The growth opportunities align with career progression in operations, focusing on skill enhancement, leadership development, and strategic impact.

💡 Interview Preparation

Strategy Questions:

• Operations Strategy: "How would you approach designing an L&D program to support PwC's strategic priority of digital transformation, and what key metrics would you track to measure its success?" (Focus on linking L&D to business strategy, process design, and metrics).
• Stakeholder Management: "Describe a time you had to manage conflicting requirements from different business stakeholders for a learning program. How did you align them and ensure a successful outcome?" (Highlight communication, negotiation, and process alignment skills).
• Problem-Solving: "Imagine a scenario where a critical training module is underperforming based on evaluation data. What steps would you take to diagnose the issue and redesign the content for greater impact?" (Demonstrate analytical thinking, process review, and iterative design).

Company & Culture Questions:

• Culture Fit: "What aspects of PwC's culture or values resonate most with you, and how do you envision contributing to our learning environment?" (Research PwC's values and connect them to your own approach).
• Team Dynamics: "Describe your ideal team collaboration style. How do you provide and receive feedback within a team setting?" (Showcase teamwork, coaching, and openness to feedback).
• Impact Measurement: "How do you measure the effectiveness of your learning designs, and what is your process for demonstrating the ROI of L&D initiatives to senior leadership?" (Focus on data, metrics, and business impact).

Portfolio Presentation Strategy:

• Showcase Process Flow: For each portfolio piece, visually or verbally walk through the L&D lifecycle: needs assessment, design, development, implementation, and evaluation.
• Highlight Your Role: Clearly articulate your specific contributions and responsibilities within each project, especially for team-based work.
• Focus on Outcomes: Emphasize the results and impact achieved, using data and metrics to support your claims. Quantify improvements wherever possible.
• Storytelling: Frame your projects as compelling stories with a clear problem, your innovative solution, and a successful resolution.
• Be Ready for Deep Dives: Anticipate questions about your design choices, the rationale behind them, and how you handled challenges.

📝 Enhancement Note: Preparing for these types of questions requires a deep understanding of how L&D operations contribute to business objectives, similar to how sales or revenue operations are evaluated. Demonstrating a structured, data-driven, and results-oriented approach will be key.

📌 Application Steps

To apply for this Learning and Development Design Manager position:

• Submit your application through the provided link on the PwC careers portal.
• Portfolio Customization: Curate your portfolio to highlight projects demonstrating your expertise in learning design methodologies, content development, stakeholder engagement, and measurable impact. Select examples that align with professional services or consulting environments, showcasing your process-driven approach.
• Resume Optimization: Tailor your resume to emphasize keywords related to learning design, instructional design, program management, stakeholder management, coaching, and analytics. Quantify achievements with specific metrics where possible to showcase your operational impact.
• Interview Preparation: Rehearse your responses to potential strategy and behavioral questions, focusing on demonstrating your understanding of L&D operations, your ability to drive efficiency, and your leadership potential. Practice presenting your portfolio with a focus on process and outcomes.
• Company Research: Thoroughly research PwC's business, its values, its strategic priorities, and its approach to talent development. Understand how the L&D function supports the broader firm's operational goals.

⚠️ 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.