The incumbent for this role will enable employees, teams, and business units to advance their performance by identifying and building capabilities required for current and future success.<\/p>\n
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Job Title: Learning and Development Specialist<\/strong> Job Summary:<\/strong>
\nLocation:<\/strong> Roodepoort, Gauteng, South Africa
\nReference #:<\/strong> L&D01
\nContract Type:<\/strong> Permanent<\/p>\n
\nDevelop the Learning & Development annual operational strategy, to align with the Human Capital Strategy and overarching business strategy.
\nKeep abreast of learning & development best practice and applicable legislation.
\nConduct research to identify new ways of workplace learning, e-learning, new technologies and methodologies and present recommendations to the Chief Human Resource Officer and key stakeholders.
\nProvide change management support for the business for by identifying the needs, designing, and implementing initiatives.
\nReview and update Learning & Development policies and procedures, communicating policies and procedures to the business and monitoring implementation across the Business Units.
\nLiaise with the Legal Department in setting up of Service Level Agreements with the appointed service provider\/s.
\nManage the preparation and submission of the Workplace Skills Plan (WSP) and Annual Training Report (ATR), ensuring that the BBBEE Level 1 status is maintained through close consultation with the external consultant.
\nProduce timeous reports on training interventions for Human Capital, Business Units, Board reporting, Employment Equity (EE), BBBEE Transformation Committee, HC audit and BBBEE verification audits.
\nConduct training needs assessments through consultation with Business Unit Managers and the respective Executives to understand and identify learning & development requirements aligned to the objectives of each Business Unit.
\nConduct a skills audit\/assessment for a business unit when required
\nPresent learning & development interventions to the Business Unit to prioritise interventions for the coming year.
\nDevelop training plans for each Business Unit and company-wide, updating plans on a quarterly basis to ensure alignment to Business Unit and company requirements respectively.
\nPartner with subject matter experts within the business to gain understanding and insight on the need or product for training interventions.
\nDevelop training material for the learning & development interventions for in-house training.
\nSource service providers for external training interventions in collaboration with the Procurement Department and in accordance with procurement policy and procedure; this includes selection of service providers and negotiating costs.
\nFacilitate the scheduling and arranging of internal learning & development interventions, communicate training schedules to the relevant internal stakeholders and conduct follow-ups to ensure participants attend the training.
\nCoordinate the provision of learning & development interventions with service providers and monitor service delivery therein, addressing any issues of non-compliance and escalating to the Chief Human Capital Officer, when required.
\nConduct, collaborate and coordinate internal training for technical skills, compliance, soft\/behavioural skills, induction, management and leadership development. .
\nMaintain a safe and healthy training environment at all times by following company policy and procedures and the relevant legislation.
\nMonitor the quality of interventions through enforcement of learning & development policy, procedures and standards.
\nManage relationships with internal stakeholders (i.e. management, employees, subject matter experts, etc.) in the delivery of quality interventions.
\nManage relationships with external stakeholders (i.e. training service providers, SETAs, etc.) to ensure that quality learning & development interventions are provided to employees at all times.
\nFacilitate the preparation of IDPs by assessing IDPs to ensure alignment to the individual\u2019s performance and business strategy, approving or declining learning and development interventions, and ensuring that the approved intervention is aligned to budget.
\nCollaborate with business on staff manual and coordinate the development of product blue-prints in consultation with service provider.
\nManage the learning platform through the identification of service providers, identifying which platforms are appropriate as per best practice, updating and loading of material on platforms timeously, monitoring use of platform by employees and liaising with IT on any updates and challenges experienced.
\nManage and maintain an up-to-date learning library and resources.
\nDevelop and implement an effective induction programme for new employees.<\/p>\n