Senior Training and Development Officer

The Senior Training and Development Officer plays a pivotal role in building a competent, compliant, and high-performing workforce by addressing skills gaps, promoting continuous learning, supporting technical and safety capacity development, and ensuring measurable impact of training interventions. The role contributes directly to improved employee productivity, service delivery, safety performance, compliance, customer satisfaction, and overall organizational effectiveness in the delivery of reliable electricity services.

Academic Qualifications
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Bachelor’s degree in Human Resource Management, Organizational Development, Technical Teacher Education, Human Resource Development, Occupational Safety and Health, Engineering, or a related field.
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Postgraduate qualification in Human Resource Development, Organizational Development, Training Management, Occupational Safety and Health, Engineering Management, or a related discipline is desired but not required.
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Affiliate membership to a relevant professional body is required.
Experience
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A minimum of 5 years of relevant experience in training and development, learning and capacity building, organizational development, technical training coordination, or workforce capability development.
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At least 3 years in a supervisory role.
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Proven track record in designing, coordinating, and delivering impactful training Programmes with measurable performance outcomes.
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Demonstrated experience in training evaluation, post-training follow-up, reporting, and return on investment assessment.
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Experience in budget preparation, expenditure control, and training-related financial accountability.
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Experience in the energy, electricity, utility, engineering, infrastructure, or similarly regulated technical environment is an added advantage.
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Experience in engineering, safety, technical operations, or compliance-related training is an added advantage.
•Experience in use of learning management systems (LMS), digital training tools, data tracking systems, or reporting dashboards is an added advantage.

1.

Conduct organization-wide and departmental training needs assessments to identify skill gaps and align training requirements to departmental KPIs, operational priorities, audit findings, and regulatory requirements.

2.

Align training initiatives with organizational and departmental goals to ensure all learning interventions support business performance, institutional priorities, and workforce capability needs.

3.

Design, coordinate, and implement corporate, technical, engineering-support, and safety training Programmes to address identified competency gaps.

4.

Collaborate with internal subject matter experts, engineering teams, safety personnel, and external trainers to deliver quality learning experiences that are relevant, practical, and performance-based.

5.

Develop and oversee employee career development plans and capacity-building pathways that support progression, succession planning, and leadership development across the organization.

6.

Promote initiatives that support succession planning, leadership growth, and development of critical talent required for continuity and institutional sustainability.

7.

Measure the effectiveness of training Programmes using structured evaluation tools, post-training follow-up mechanisms, supervisor validation, and appropriate performance metrics.

8.

Prepare training outcome reports, post-training application reports, and quantified return on investment (ROI) reports linked to

productivity, service delivery, safety, audit closure, customer experience, and other operational indicators.

9.

Prepare, monitor, and manage the training and development budget in line with approved plans, ensuring cost discipline, proper accountability, and value for money.

10.

Ensure cost-effective delivery of training Programmes through sound planning, controlled expenditure, and adherence to approved workflows and financial governance requirements.

11.

Provide guidance, mentorship, and technical support to Training and Development Officers, HR Officers, Graduate Trainees, and other assigned staff to promote professionalism and high performance.

12.

Foster a collaborative, accountable, and high-performing team environment that supports execution discipline, learning transfer, and continuous improvement.

13.

Stay updated on best practices, innovations, and emerging trends in training and development, learning technologies, utility workforce development, engineering training, and safety capacity building.

14.

Support the planning and delivery of Business training interventions by working closely with technical departments to identify competence gaps, coordinate technical learning, and facilitate selected learning sessions where applicable.

15.

Review and monitor professional body subscriptions, learning sponsorships, and staff development support to ensure compliance with internal guidelines and cost-benefit justification.