Learning and Development Manager - Gauteng, Johannesburg - Johannesburg
Superskills Consulting
The purpose of this role can be summed into two focus areas that needs to be implemented. Focus Area 1: Alignment of staff to the group values and behaviours (Blueprints) and ensuring it's the living culture across the group. Focus Area 2: Developing and Training staff The candidate will need to strategically identify, design, and implement comprehensive training programs that cultivate employee skills, enhance organizational effectiveness, and foster a culture of continuous learning throughout the group. By aligning training initiatives with the company's values and mission, this position aims to maximize employee potential, improve performance, and contribute to the overall success and growth of the organization. The role will be responsible for supporting talent acquisition, staff development and team engagement for the group. Diploma/Degree in HR, Industrial Psychology or Skills Development Facilitation ETDP qualification/ system is advantageous 6 years Learning and Development experience Comfortable dealing with EXCO General knowledge of HR principles, EE / BEE / TAX / SETA and SD legislations The main tasks and responsibilities associated with the position are listed below: Resource Management: Efficiently manage resources, including budgets and training materials, to support the implementation of learner programs and succession planning Documentation and Reporting: Maintain accurate documentation of learner and staff progress, succession plans and training outcomes, providing regular reports to EXCO Cultural Integration: Ensure that talent development and succession planning align with the organizational culture and values Talent acquisition of Learners Develop effective programs for Learners. Monitor and review the progress of Learners through appraisals, questionnaires and discussions with managers, and provide trainees with timely and constructive feedback Develop succession planning processes which is implemented throughout the group. Each candidate is being trained for their next role and plans are adjusted as required. Effective talent acquisition involves a combination of strategic thinking, strong communication, and a focus on building relationships with both internal stakeholders and potential candidates Collaborate closely with managers to align training initiatives with business objectives and ensure effective implementation of succession plans Key Performance Indicators (KPI's) Manage processes in the area of performance management (performance appraisal and promotion) providing support and guidance to colleagues, staff members and managers Contribute to the development and review of new and existing policies, procedures, guidelines and work instructions in the areas performance management and/or in the area of learning and development Help line managers and trainers solve specific training problems, either on a one-to-one basis or in groups Promote a work culture of continuing professional development (CPD) Training Plans: Conduct job analysis, utilize appraisal schemes, and engage in regular consultations with managers and HR to identify training and development needs within the organization Program Design and Management: Design, expand, and manage training and development programs tailored to organizational and individual needs Administer and coordinate training bookings, venue hires, and maintain relationships with external training providers Monitor and evaluate learning and development initiatives, maintaining a database of evaluation data, and providing regular reports Create and deliver a variety of training sessions using face-to-face, online, and blended learning options Develop comprehensive training materials for in-house courses, ensuring relevance and effectiveness Plan and assess the return on investment for training and development programs, considering costs and adhering to budgets Collaborate with various departments and conduct consultations to ensure training programs align with organizational goals and individual development plans Continuously assess and improve training programs based on feedback, changing business needs, and emerging industry trends Manage training budgets effectively Desired Skills: Alignment Training Development Culture Desired Work Experience: 5 to 10 years Desired Qualification Level: Diploma
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