Learning Experience Design Manager / SWA/Journey Maps

📍 Job Overview

Job Title: Learning Experience Design Manager / SWA/Journey Maps

Company: Yum!

Location: Johannesburg, Gauteng, South Africa

Job Type: Full time

Category: Learning & Development Operations / GTM Enablement

Date Posted: 2026-08-06

Experience Level: 5-10 Years

Remote Status: Hybrid

🚀 Role Summary

• Lead the strategy, design, and delivery of impactful learning experiences that enhance operational excellence, leadership capabilities, and overall business performance for KFC Africa.

• Oversee the day-to-day operations of the Africa Learning Centre, also known as Streetwise Academy, ensuring its efficiency and effectiveness.

• Combine expertise in instructional design, learning science, project management, and leadership to create training solutions aligned with strategic business objectives.

• Drive continuous improvement of learning programs by applying learning science principles and utilizing appropriate learning technologies.

📝 Enhancement Note: While the title mentions "SWA/Journey Maps," the core responsibilities and description indicate a broader Learning Experience Design Manager role focused on operational excellence and leadership development within KFC Africa. The "SWA/Journey Maps" likely refers to specific methodologies or projects within the scope of learning experience design, particularly for customer or employee journeys. This role sits at the intersection of L&D operations, GTM enablement (as it drives business performance), and potentially HR operations.

📈 Primary Responsibilities

• Develop and execute a comprehensive learning experience strategy that supports the strategic goals of KFC Africa, focusing on operational efficiency and leadership development.

• Design, develop, and implement engaging and effective learning programs, including but not limited to, instructor-led training, e-learning modules, workshops, and blended learning solutions.

• Manage the Africa Learning Centre (Streetwise Academy) operations, including curriculum management, resource allocation, scheduling, and ensuring a high-quality learning environment.

• Apply adult learning principles and learning science methodologies to ensure learning solutions are engaging, relevant, and drive measurable behavioral change and business impact.

• Collaborate with cross-functional stakeholders, including business leaders, operations teams, and HR, to identify learning needs and ensure alignment of learning initiatives with business priorities.

• Oversee the end-to-end project management of learning initiatives, from needs analysis and design to development, implementation, and evaluation.

• Utilize learning technologies and platforms, including Learning Management Systems (LMS), to deliver, track, and report on learning program effectiveness.

• Conduct needs assessments, performance gap analyses, and post-training evaluations to measure the impact and ROI of learning initiatives.

• Coach and mentor instructional designers and learning facilitators, fostering a culture of continuous improvement and innovation within the learning team.

• Ensure all learning content and delivery methods are culturally relevant and appropriate for the diverse audiences across KFC Africa.

📝 Enhancement Note: The responsibilities are inferred based on the title "Learning Experience Design Manager," the mention of "operational excellence," and the management of a "Learning Centre." The specific mention of "SWA/Journey Maps" in the title suggests a particular focus on mapping employee or customer journeys within the learning context, which would involve detailed process analysis and design.

🎓 Skills & Qualifications

Education:

• Bachelor's degree in a relevant field such as Education, Instructional Design, Human Resources, Business Administration, or a related discipline. Experience:

• 5-7 years of progressive experience in Learning & Development, Instructional Design, or a related field, with a strong focus on designing and delivering impactful learning solutions.

• Proven experience in managing learning programs and operations, ideally within a multi-site or regional organization.

• Experience with managing learning centers or training facilities is highly advantageous. Required Skills:

• Learning Experience Design (LXD): Expertise in designing engaging, learner-centric experiences that leverage adult learning principles and modern pedagogical approaches.

• Instructional Design: Proficiency in applying ADDIE or similar instructional design models to create effective learning materials across various modalities (e.g., e-learning, ILT, blended).

• Learning Science: Solid understanding of how people learn, cognitive load theory, and evidence-based practices for knowledge acquisition and skill development.

• Project Management: Strong ability to manage multiple learning projects simultaneously, from initiation to completion, ensuring on-time and within-budget delivery.

• Leadership & Management: Demonstrated ability to lead a team, influence stakeholders, and drive strategic initiatives within a corporate environment.

• Stakeholder Management: Excellent skills in building relationships and collaborating effectively with diverse stakeholders at all organizational levels.

• Facilitation & Presentation Skills: Ability to effectively deliver training and present complex information clearly and engagingly.

• Adult Learning Principles: Deep knowledge and practical application of principles governing adult education and professional development.

Preferred Skills:

• Learning Management System (LMS) Administration/Management: Experience with selecting, implementing, or managing an LMS for content delivery, tracking, and reporting.

• Learning Technologies: Familiarity with authoring tools (e.g., Articulate Storyline, Adobe Captivate) and other digital learning technologies.

• Journey Mapping: Specific experience in creating and utilizing journey maps for understanding and improving employee or customer experiences through learning interventions.

• Coaching & Mentoring: Experience in developing and guiding individuals and teams to enhance performance and skills.

• Talent Development Strategy: Understanding of broader talent management frameworks and how learning contributes to talent development.

• Data Analysis & Reporting: Ability to analyze learning data, measure impact, and generate reports to demonstrate ROI.

📝 Enhancement Note: The requirement for 5-7 years of experience is a standard benchmark for a Managerial role in L&D. The preferred skills like "Journey Mapping" and "Talent Development Strategy" are inferred from the title and the context of driving business performance, suggesting a strategic approach to learning design.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Case Studies: Showcase 2-3 detailed case studies demonstrating successful learning experience design projects. Each case study should highlight the problem, the learning solution designed, the methodologies used (e.g., LXD, instructional design models), and the measurable impact on business objectives (e.g., improved operational efficiency, enhanced leadership skills).

• Journey Maps: Include examples of journey maps created, specifically illustrating how learning interventions were integrated to address pain points or enhance critical touchpoints within employee or customer experiences.

• Program Design Documentation: Provide samples of curriculum outlines, facilitator guides, participant workbooks, or e-learning storyboards that exemplify high-quality instructional design and learning experience development.

• Performance Metrics & ROI: Demonstrate proficiency in measuring learning effectiveness. Portfolio pieces should include examples of how you've tracked key performance indicators (KPIs) and calculated the return on investment (ROI) for learning initiatives.

Process Documentation:

• Needs Analysis & Design Process: Document your systematic approach to identifying learning needs, conducting gap analyses, and translating business requirements into effective learning design strategies.

• Development & Implementation Workflow: Outline your standard operating procedures for developing learning content and managing the rollout of training programs, including quality assurance steps.

• Evaluation & Continuous Improvement: Detail your methodology for evaluating learning impact (e.g., Kirkpatrick's levels, ROI analysis) and incorporating feedback for ongoing optimization of learning solutions.

📝 Enhancement Note: The emphasis on "SWA/Journey Maps" in the title directly informs the portfolio requirements. A manager in this role would be expected to demonstrate practical application of these methodologies. The inclusion of ROI and performance metrics is standard for operations-focused roles aiming to demonstrate business impact.

💵 Compensation & Benefits

Salary Range:

• Based on industry benchmarks for a Learning Experience Design Manager in Johannesburg with 5-7 years of experience, a competitive annual salary range is estimated to be between ZAR 650,000 to ZAR 900,000. This range accounts for the strategic nature of the role, management responsibilities, and the specific industry (Food & Beverage/QSR). Benefits:

• Comprehensive Medical Aid Scheme: Covering employee and potentially dependents with options for various plans.

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

• Performance-Based Bonuses: Annual bonus structure tied to individual and company performance, reflecting the role's impact on business outcomes.

• Professional Development & Training: Opportunities for continuous learning, attending industry conferences, and obtaining relevant certifications.

• Employee Assistance Program (EAP): Confidential counseling and support services for employees and their families.

• Generous Leave Policy: Including annual leave, sick leave, and potentially family responsibility leave.

• Staff Discounts: Potential discounts on Yum! Brands products. Working Hours:

• Standard full-time hours are typically 40 hours per week, from Monday to Friday.

• Flexibility may be offered for hybrid work arrangements, with clear expectations on in-office presence for collaboration and team engagement.

📝 Enhancement Note: Salary estimation for Johannesburg, South Africa, is based on research from reputable salary aggregators and local job market data for similar roles in the L&D and management sectors. Benefits are standard for corporate roles in South Africa, with specific mention of performance bonuses to align with the role's emphasis on business impact.

🎯 Team & Company Context

🏢 Company Culture

Industry: Food & Beverage (Quick Service Restaurants - QSR). Yum! Brands is a global leader in the restaurant industry, operating well-known brands like KFC, Pizza Hut, and Taco Bell. KFC Africa, specifically, is a significant player in the South African market, known for its extensive franchise network and strong brand presence.

Company Size: Yum! Brands is a large, publicly traded corporation with tens of thousands of employees globally. KFC Africa operates as a major division with a substantial employee base across multiple countries. This size indicates a structured environment with established processes, but also potential for significant impact and growth.

Founded: Yum! Brands was formed in 1997. KFC itself has a much longer history, dating back to the 1930s. This long heritage suggests a company with deep-rooted operational expertise and a commitment to long-term brand development and employee growth.

Team Structure:

• The Learning Experience Design Manager likely reports into a Head of Learning & Development, HR Director, or a Senior Operations Leader for KFC Africa.

• The role will manage a team of instructional designers, learning facilitators, and potentially administrative support staff for the Africa Learning Centre.

• Close collaboration is expected with various departments, including Operations, Marketing, Franchise Relations, HR Business Partners, and IT, to ensure learning solutions are integrated and effective. Methodology:

• Data-Driven Decision Making: Emphasis on using data from learning analytics, performance metrics, and business results to inform learning strategy and design.

• Agile Learning Development: While not explicitly stated, a modern L&D approach would likely involve iterative design and development cycles to respond quickly to evolving business needs.

• Continuous Improvement: A culture that encourages feedback, analysis of learning effectiveness, and ongoing refinement of programs and delivery methods.

• Focus on Operational Excellence: Learning initiatives are strategically aligned to drive tangible improvements in restaurant operations, customer service, and overall business performance.

Company Website: https://www.yum.com/ (Global) and specific country sites for KFC Africa.

📝 Enhancement Note: Information about Yum! Brands and KFC Africa is publicly available. The inferences about team structure and methodology are based on standard corporate L&D practices within large organizations and the specific focus on operational excellence.

📈 Career & Growth Analysis

Operations Career Level: This role is a management position, signifying a mid-to-senior level in the Learning & Development or Operations function. It involves strategic input, team leadership, and accountability for significant operational outcomes within KFC Africa.

Reporting Structure: The Learning Experience Design Manager typically reports to a Director or VP-level executive within HR, L&D, or Operations. This position has direct reports, overseeing a team responsible for the design and delivery of learning programs.

Operations Impact: The role has a direct and measurable impact on business performance by enhancing the skills and knowledge of employees and franchisees. Effective learning experiences lead to improved operational efficiency, better customer service, increased sales, and stronger leadership, all of which are critical for the success of a QSR business like KFC Africa.

Growth Opportunities:

• Leadership Advancement: Potential to progress to a Head of Learning & Development, Director of Talent Management, or a broader HR leadership role within KFC Africa or Yum! Brands globally.

• Specialization: Deepen expertise in specific areas like digital learning strategy, leadership development, or franchise enablement.

• Cross-Functional Moves: Opportunities to move into senior operational roles, strategic planning, or franchise support roles, leveraging the deep understanding of business drivers gained through learning.

• Global Mobility: As part of a global organization, there may be opportunities for international assignments or roles within other Yum! Brands divisions.

📝 Enhancement Note: Career path analysis is based on typical progression within large corporate L&D and operations functions. The emphasis on "operational excellence" and "business performance" suggests that growth is tied to tangible business results.

🌐 Work Environment

Office Type: This role is described as Hybrid. This suggests a blend of working from a corporate office location in Johannesburg and working remotely. The hybrid model aims to balance the need for in-person collaboration, team building, and focused individual work.

Office Location(s): Johannesburg, Gauteng, South Africa. This location is a major economic hub, providing access to talent and resources. Specific details about the office facilities (e.g., amenities, collaborative spaces) would be available upon inquiry or during the interview process.

Workspace Context:

• Collaborative Environment: The hybrid model implies dedicated spaces for team meetings, brainstorming sessions, and cross-functional workshops within the office.

• Operations Tools & Technology: Access to standard corporate IT infrastructure, including laptops, high-speed internet, and relevant software for design, project management, and communication. The role will heavily utilize various learning technologies and potentially design software.

• Learning Centre Integration: While managing the Africa Learning Centre, there will be opportunities for interaction with the training environment, facilitators, and potentially trainees, providing direct insight into the learning application.

Work Schedule:

• The standard 40-hour work week is expected, with flexibility managed through the hybrid arrangement. The focus will be on output and achieving key performance indicators rather than strict adherence to fixed hours, especially during remote work periods. Occasional travel within Africa may be required for site visits or training delivery.

📝 Enhancement Note: The "Hybrid" work arrangement is explicitly stated. The description of the workspace and schedule is based on standard practices for hybrid roles in corporate environments and the specific context of a manager overseeing a learning center.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: A recruiter or HR representative will likely conduct an initial phone screen to assess basic qualifications, experience, and cultural fit.

• Hiring Manager Interview: A detailed discussion with the hiring manager focusing on your experience in learning experience design, instructional design, leadership, and operational management. Be prepared to discuss your approach to managing a learning center.

• Portfolio Presentation & Case Study: You will likely be asked to present a selection of your work, focusing on 1-2 key projects. This is where your portfolio will be crucial. Expect to walk through your process, the challenges faced, the solutions implemented, and the measured impact, especially relating to journey mapping or operational improvements.

• Team/Cross-Functional Interviews: Interviews with potential peers, direct reports, or key stakeholders from operations or HR to assess collaboration skills, team dynamics, and alignment with company culture.

• Final Interview: Potentially with a senior leader (e.g., Head of HR, Regional Director) to finalize the decision.

Portfolio Review Tips:

• Curate Strategically: Select projects that best demonstrate your skills in LXD, instructional design, project management, and particularly your experience with journey mapping and driving operational improvements.

• Tell a Story: For each portfolio piece, clearly articulate the business problem, your role and approach, the learning solution, and the quantifiable results. Use the STAR method (Situation, Task, Action, Result) effectively.

• Highlight Journey Maps: If you have specific journey map examples that tie into learning interventions, present them prominently. Explain how they informed your design and led to better outcomes.

• Quantify Impact: Always back up your achievements with data. Show how your learning programs improved KPIs, reduced costs, increased efficiency, or boosted employee performance.

• Be Prepared for Process Deep Dives: Expect questions about your instructional design models, LXD frameworks, and how you manage the entire learning lifecycle.

Challenge Preparation:

• Scenario-Based Questions: Be ready for hypothetical scenarios related to managing a learning center, addressing underperforming training, or designing a program for a new operational initiative.

• Process Optimization: You might be asked to outline how you would improve an existing learning process or design a new one for a specific business need.

• Leadership & Team Management: Prepare to discuss your leadership style, how you motivate teams, and how you handle performance issues.

📝 Enhancement Note: This section is tailored to a management role in L&D with a specific emphasis on portfolio presentation and operational impact, drawing from common interview practices for such positions.

🛠 Tools & Technology Stack

Primary Tools:

• Learning Experience Design Software: Proficiency with tools like Articulate Storyline, Adobe Captivate, or similar authoring tools for creating interactive e-learning modules.

• Graphic Design & Multimedia Tools: Familiarity with Adobe Creative Suite (Photoshop, Illustrator, Premiere Pro) or similar tools for creating engaging visual and video content.

• Project Management Software: Experience with tools like Asana, Trello, Monday.com, or Microsoft Project for managing multiple learning initiatives and timelines.

• Collaboration Platforms: Expertise in using Microsoft Teams, Slack, or similar for team communication and collaboration.

Analytics & Reporting:

• Learning Management System (LMS): Experience with platforms such as Cornerstone OnDemand, Workday Learning, Moodle, or similar for content deployment, user management, and tracking learning progress.

• Data Analysis Tools: Ability to use Excel for data manipulation and analysis, and potentially BI tools like Tableau or Power BI for creating insightful reports and dashboards on learning effectiveness.

• Survey & Feedback Tools: Proficiency with tools like SurveyMonkey or Google Forms for gathering learner feedback and conducting evaluations.

CRM & Automation:

• CRM Systems (Indirect): While not directly managing a CRM, understanding how learning impacts CRM data (e.g., sales performance, customer satisfaction) is beneficial. Familiarity with Salesforce or similar platforms might be advantageous for understanding business context.

• Workflow Automation: Awareness of how to leverage technology to automate administrative tasks within learning operations, such as enrollment notifications or progress reminders.

📝 Enhancement Note: The tools listed are standard for a Learning Experience Design Manager role, covering design, project management, delivery, and analytics. The mention of CRM and automation is to highlight the potential need for understanding how learning intersects with these operational areas.

👥 Team Culture & Values

Operations Values:

• Excellence in Execution: A commitment to high-quality learning design and delivery that directly contributes to operational efficiency and business success.

• Learner-Centricity: Prioritizing the needs and experiences of the learner to ensure training is engaging, relevant, and effective.

• Data-Driven Approach: Utilizing data and analytics to inform decisions, measure impact, and drive continuous improvement in learning programs.

• Collaboration & Partnership: Working closely with various departments and stakeholders to ensure learning initiatives are aligned with business goals and integrated across the organization.

• Innovation & Adaptability: Embracing new learning technologies and methodologies to create cutting-edge learning experiences and adapt to evolving business needs.

Collaboration Style:

• Cross-Functional Integration: Actively seeking opportunities to collaborate with Operations, Marketing, Franchisee Support, and HR teams to co-create and deliver impactful learning solutions.

• Feedback-Rich Environment: Fostering a culture where constructive feedback is welcomed and used for continuous improvement of both learning programs and team processes.

• Knowledge Sharing: Encouraging team members to share best practices, insights, and learnings to foster collective growth and innovation within the L&D function.

• Partnership with Franchisees: Understanding the unique needs of franchise partners and collaborating to deliver scalable and effective training solutions that support their business success.

📝 Enhancement Note: These values and collaboration styles are inferred to align with a company like Yum! Brands, which operates in a competitive, results-driven industry and relies heavily on operational consistency and strong partnerships, especially with its franchise network.

⚡ Challenges & Growth Opportunities

Challenges:

• Driving Behavioral Change: Ensuring that learning translates into sustained behavioral changes and tangible improvements in operational performance and leadership effectiveness across a diverse and geographically dispersed workforce.

• Measuring ROI in a QSR Environment: Accurately quantifying the return on investment for learning initiatives in a fast-paced QSR setting, where multiple factors influence business outcomes.

• Adapting to Rapid Business Evolution: Keeping learning programs relevant and up-to-date with fast-changing menu items, operational procedures, and market demands within the QSR industry.

• Managing Diverse Learning Needs: Catering to the varied skill levels, cultural backgrounds, and learning preferences of employees and franchisees across different African markets.

Learning & Development Opportunities:

• Advanced LXD & Learning Science: Pursuing certifications or advanced training in emerging trends in learning experience design, gamification, and neuroscience of learning.

• Digital Transformation in Learning: Gaining expertise in leveraging AI, VR/AR, and other advanced technologies for immersive and personalized learning experiences.

• Strategic HR & Business Acumen: Developing a deeper understanding of broader business strategy, financial management, and talent management to better align learning with organizational goals.

• Leadership Development Programs: Participating in leadership training and mentorship programs offered by Yum! Brands to enhance management and strategic thinking capabilities.

📝 Enhancement Note: Challenges are identified based on the nature of the QSR industry, the role's focus on operational excellence, and the complexities of managing learning across a large, diverse region. Growth opportunities are standard for management roles seeking to advance their careers in L&D and broader business functions.

💡 Interview Preparation

Strategy Questions:

• "Describe your approach to designing a comprehensive learning journey for new KFC franchise owners, from initial onboarding to ongoing operational support." (Focus on process, journey mapping, and impact.)

• "How would you measure the ROI of a leadership development program aimed at improving operational efficiency in KFC restaurants across Africa?" (Focus on metrics, data analysis, and business impact.)

• "Imagine a scenario where a new operational procedure is being rolled out. How would you design and implement a learning solution to ensure rapid and consistent adoption across all KFC Africa locations?" (Focus on agility, scalability, and change management.) Company & Culture Questions:

• "What do you know about Yum! Brands and KFC Africa's commitment to operational excellence and talent development?" (Demonstrate research and alignment.)

• "How do you foster a collaborative and innovative learning culture within your team and across departments?" (Focus on teamwork and stakeholder management.)

• "Describe a time you had to influence a senior leader to adopt a new learning strategy or technology. What was the outcome?" (Focus on communication, persuasion, and strategic thinking.) Portfolio Presentation Strategy:

• Structure Your Narrative: For each case study, clearly define the problem, your strategic approach (including LXD principles and journey mapping), the learning solutions implemented, and the measurable business outcomes.

• Visual Aids: Use clear, concise visuals. If presenting journey maps, ensure they are easy to understand and highlight the critical learning intervention points. Showcase wireframes, storyboards, or screenshots of developed e-learning modules.

• Focus on Impact & ROI: Be ready to articulate the quantitative and qualitative benefits of your work. Prepare specific numbers and examples of how your learning initiatives drove business results.

• Demonstrate Adaptability: Be prepared to discuss how you tailored your approach to different audiences, cultural contexts, and business challenges within the African region.

📝 Enhancement Note: Interview questions are crafted to assess the specific requirements of the role, including LXD, operations focus, journey mapping, and leadership within a global QSR context. Portfolio presentation advice is geared towards showcasing these competencies effectively.

📌 Application Steps

To apply for this operations position:

• Submit your application through the provided Oracle Cloud link, ensuring all required fields are completed accurately.

• Portfolio Customization: Tailor your resume and cover letter to highlight your experience in Learning Experience Design, instructional design, operational excellence, and any specific experience with journey mapping or managing learning centers.

• Showcase Relevant Projects: Prepare your portfolio to prominently feature 2-3 of your most impactful learning design projects. Prioritize those that demonstrate measurable business results, process improvements, or effective journey mapping.

• Practice Your Presentation: Rehearse your portfolio walkthrough, focusing on clearly articulating the business problem, your strategic approach, the learning solution, and the quantifiable impact. Practice explaining your process for journey mapping and measuring ROI.

• Research KFC Africa: Understand KFC Africa's market position, operational challenges, and any stated learning or talent development initiatives. This research will help you tailor your responses and demonstrate your understanding of their specific context.

⚠️ 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.