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.

• 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.
• 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.
• 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.
• 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.
• 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.
• Manage end-to-end execution of internal and external trainings.
• Coordinate with trainers, vendors, facilitators, and Heads of Departments.
• 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.
• 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.

• Data-driven methods for training needs assessment
• L&D program development
• KPIs and ROI frameworks
• Competency framework implementation
• Performance management systems
• Leadership development programs
• 360° assessment programs
• Succession planning
• Employee Performance Management System (EPMS)
• Digital learning content development
• Learning Management System (LMS) management
• Training coordination and logistics
• Knowledge management
• Compliance and audit support

• 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.