This is a Senior Training position that requires the candidate to design, develop, implement, and manage all learning solutions and activities for various clients within a specified vertical in the organization. The Senior Training Manager ensures the training teams are effectively and efficiently operating in support of driving high-performance outcomes for the specified area and overall organization Key Responsibilities: Responsible for the employee learning proposition of the specified vertical. Implementing the overall Training strategy that supports the learning requirements of the specified vertical. Managing multiple clients within a specified vertical thus customizing learning solutions for each client. Provide training vertical expertise to clients. Proposing learning solutions that address requirements for Induction, Upskills, cross-skills and Compliance, and Regulatory training. Leading Business Reviews with the clients and stakeholders. This will involve the design of the business update, sharing key learnings, and finalizing the plan of action for the subsequent periods. Partnering with clients to plan exchange programs for the training team which support cross-functional working and transfer of expertise across sites. Working on New Hire Training strategy & design periodically to ensure its effectiveness in meeting the needs of the Stakeholders & that it is in line with the Organization's goal of improving business metrics. Pioneering projects and interventions in the business and consolidating best practices to define the CCI ways of working. Periodical interventions with Stakeholders/Clients to understand changes in Business Focus and Requirements. Designing & Executing Training Needs Analysis Tools. Designing and implementing On-floor Cross skill and Upskill Training journeys. Aligning all learning journeys impacts performance measures for the specified vertical. Review of Training content and approach periodically. Review of Training material and approach shared by the client and propose recommendations to support our audience. Customize the training journey keeping alive the cultural elements. Create and execute Training ramp plans to transition many new hire intakes in short periods. Designing the transition journey for new clients. Aligning a Cost-effective Training Calendar to the Business delivery plan. Planning and creating weekly and monthly training calendars, aligning resources to the business requirements Creating an employee progression plan for the team members directly reporting to the individual example Training Manager and reviewing the plan for respective trainers and floor trainers. Introducing New Training methods like “Accelerated Learning Style” to improve knowledge retention. Creating and Implementing quarterly Employee Engagement activities to improve and sustain team Employee Satisfaction scores. Creating an employee progression plan for the team members directly reporting to the individual example Training Manager and reviewing the plan for respective trainers and floor trainers. Introducing New Training methods like “Accelerated Learning Style” to improve knowledge retention. Creating and Implementing quarterly Employee Engagement activities to improve and sustain team Employee Satisfaction scores. Creating an effective Transition model for transitioning all new employees from Induction to the job Training phase. Lead interventions with cross-functional teams namely Recruitment, Careerbox, Payroll, HC, Quality, and Ops for the smooth transition of new employees into the organization. Supporting ongoing talent management interventions. Implement the trainer and training manager development programs that support the new employees joining the team, Product Training signoffs, and maintenance on an ongoing basis. Conduct Monthly performance conversations with training managers and create their PD plan. Review that the same has been completed with all trainers. Focus on Team development through Training observations and coaching observations. Conducting Weekly catchups to review team performance and finalize the plan of action. Implement the various programs available for members joining the team from floor trainers to trainers and Training Managers. Design Train the Trainer strategy for new trainers and floor trainers joining the team. Design and conduct assessment centers for training manager profiles. Attend and assess assessment centers conducted for different roles in the business. Partner with different stakeholders like Recruitment, HC, and Ops to design and deliver a New Employee Orientation Program that aligns all new employees to the policies, talent journeys, and company overview. Review the Skill matrix for all trainers, thus ensuring we have enough team members to support ramps, ongoing training, and any new launches. Review the approach for floor trainers to ensure training delivery standards are maintained. Implement and manage the adherence to the operating rhythm for the training managers and trainers. Creating Roles and Responsibilities for all team members. Design a governance model for all key KPIs within the L&D function. This involves weekly audits to control any cost leakages within Induction Batches. Review MI reporting for all key metrics within L&D Review asset management with L&D. Review administrative requirements like training rooms, and stationery and have a robust governance model. Attend Weekly Planning meetings to decide and align L&D resources to different priorities. Identifying areas of standardization in Training, Recruitment, and On Job Training and designing policies to fill identified gaps and streamline processes. Implement and manage all business and client processes within the training environment. Review of Training payroll for all trainees and training teams on a weekly and monthly basis. Adhering to a Training Budget for the business units. Planning Trainer Hiring and Training Manager hiring, and Bandwidth allocation based on Organization requirements. Hiring of all members within the standard budgetary sign off's Size: Generally responsible for 2- 3 training managers. The rest of the training team generally consists of trainers and floor trainers. Each Trainer can train training groups which can constitute 25- 30 learners. Skills and Competencies Analytical Thinking and Decision Making Emotional Intelligence Adaptability & Learning Inclination to Lead Confidence Passion Discretionary Effort Culture Fit Self-Motivation & Drive Career Aspiration Innovation People Management Planning and organising Project Management Capacity Management Stakeholder Management Microsoft Office products Experience, Knowledge, and Qualifications A minimum of 10 years' experience in the training field of which a minimum of 4 years of Training Management experience. A minimum of 1 year of Senior Training Management experience is advantageous. A bachelor's degree in education Human Resources, Psychology, Business, or any other related field or professional training-related certification is essential. Proven experience in adult education principles and knowledge of instructor‐led, self-directed web‐based, and blended learning methodologies Excellent written and verbal communication skills. Ability to work as part of a team as well as demonstrating own initiative. Ability to work under pressure whilst remaining flexible during any period of change based on the needs of the business. Market Related Apply Now

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Senior Training Manager Durban - South Africa

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