Learning & Development Specialist at Mwananchi Communications Limited

Learning & Development Specialist at Mwananchi Communications Limited | AJIRA YAKO

Learning & Development Specialist at Mwananchi Communications Limited

Full Time

Tanzania

April 1, 2026

Administration Jobs

Job Overview

Learning & Development Specialist at Mwananchi Communications Limited

Learning & Development Specialist

Mwananchi Communications Limited

Mwananchi Communications Limited (MCL), a subsidiary of Nation Media Group (NMG), is Tanzania’s largest independent news network with an award-winning presence in print and digital media, and exciting new ventures in innovation and events ecosystems. We are publishers of leading national news brands Mwananchi, The Citizen and Mwanaspoti in print and digital formats, and proprietors of the Mwananchi Digital suite of products and Mwanaclick. We are audience-led, market-driven with a clear mission to empower the nation. We are looking for a motivated and highly experienced individual to fill the position of:

Purpose

Responsible for designing, implementing, and monitoring learning programs, competency frameworks, leadership development initiatives, and performance culture interventions. The role ensures that MCL develops a skilled, engaged, and future-ready workforce capable of delivering strategic business outcomes.

Main Responsibilities

A. Learning & Development Strategy Implementation

Design and implement the annual Learning & Development Plan aligned to business needs.

Conduct training needs assessments (TNA) using data-driven methods.

Develop L&D programs that support capability building, digital skills, editorial excellence, commercial growth, and leadership effectiveness.

Measure learning impact using KPIs, ROI frameworks, and performance outcomes.

B. Competency Framework & Talent Capability Development

Lead implementation and continuous refinement of the MCL Competency Framework.

Support integration of competencies into recruitment, performance reviews, promotions, and leadership programs.

Facilitate talent reviews and capability gap assessments with Heads of Department.

C. Leadership Development

Design and coordinate programs for emerging leaders, supervisors, managers, and senior leaders.

Manage 360° assessment programs and coach line managers on development planning.

Support succession planning efforts by developing targeted learning pathways.

D. Performance Culture & Engagement

Support redesign, rollout, and adoption of the Employee Performance Management System (EPMS).

Ensure alignment of KPIs, behavioral expectations, and competencies.

Provide training to managers and employees on performance management tools.

Support culture transformation activities including Lunch & Learn, team development, and engagement initiatives.

E. Learning Management System (LMS) Management

Develop, upload, and manage digital learning content.

Track learner progress, reporting, certifications, and analytics.

Continue to expand digital learning offerings to improve accessibility and reduce training costs.

F. Training Coordination & Logistics

Manage end-to-end execution of internal and external trainings.

Coordinate with trainers, vendors, facilitators, and Heads of Departments.

G. Knowledge Management

Develop toolkits, playbooks, policies, and standard operating procedures for L&D.

Maintain an up-to-date central repository of learning resources.

Support institutional knowledge retention initiatives.

H. Compliance & Audit Support

Maintain accurate training records and statutory compliance documentation.

Support audits related to capability building, employee training, and HR processes.

Ensure learning programs align with company policies and regulatory standards.

Key Performance Indicators (KPIs) (Learning Delivery & Impact)

% completion of annual L&D plan

Training participation rate by department

Number of programs delivered vs planned

Post-training evaluation scores (Level 1 & 2 Kirkpatrick)

Improvement in performance metrics linked to capability development

Reduction in competency gaps across departments

Leadership & Performance Culture

Adoption rate of EPMS and quality of goal-setting

Completion of 360° assessments and individual development plans

Leadership pipeline readiness metrics

Operational Excellence

LMS utilization rate

Cost efficiency of training delivery

Compliance with training document

Minimum Qualifications & Experience

Bachelor’s Degree in Human Resources, Education, Business Administration,

Psychology, Organizational Development, or related field.

Professional certification in L&D, Talent Management, HRBP, Coaching, or similar is an added advantage.

Experience

3–5 years’ experience in Learning & Development, Talent Management, or

Organizational Development roles.

Proven experience designing and delivering training programs.

Experience with performance management, competency frameworks, and leadership development.

Experience using LMS or digital learning tools is an advantage.

Applications should be in PDF format.

Mode of Application

Interested and qualified candidates should apply online via our career portal OR [email protected] by April 10, 2026.

Only shortlisted candidates will be

[Click the Apply button below to see the contact details]