56 Learning And Development Specialists jobs in Johannesburg

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Business Unit: Sales & Distribution

Date: 11 Aug 2025

Discovery’s core purpose is to make people healthier and to enhance and protect their lives. We seek out and invest inexceptionalindividuals who understand and support our core purpose, and whose own values align with those of Discovery. Our fast-paced and dynamic environment enables smart, self-driven people to be their best. As global thought leaders, Discovery is passionate about innovating in order to not only achieve financial success, but to ignite positive and meaningful change within our society.

Training of Financial Advisors, Broker Consultants, and Independent Financial Advisers through first level initial support, through to development and ongoing proficiency training sessions. This role involves partnering with key stakeholders to proactively identify learning requirements aligned to franchises/business objectives.

Conduct regular financial planning, practice management, product/systems and where relevant, human skills training sessions to Financial Advisors, Broker Consultants, IFA’s and any other necessary sales and distribution roles

Conduct business needs analysis to determine training requirements to drive business and individual (DFc,BCs, DCs) performance

Conduct research, develop and implement advanced fit for purpose workshops or training programs aligned to business requirements.

Managing of stakeholders at all levels to support and deliver on Franchise/Business unit specific learning requirements

Monitor and evaluate the effectiveness of training to ensure optimal learning and development

Provide mentoring and coaching to team members within the Division

Consider strategic alignment when co-creating learning solutions with the business area(s) ensuring the future learning needs of the business are met.

Drive innovative and disruptive learning experiences, incorporating industry leading best practice, to enable the salesforce to meet the changing business priorities and challenges in terms of future skills and capabilities.

Ensures continuous development of knowledge and skills related to products, financial planning and incorporates this into learning interventions

Develop professional internal and external collaborative relationships to ensure that the business needs are constantly met, and continuous feedback is provided.

Monitor, track and evaluate the success of learning initiatives/deliverables and recommend improvements to enable successful business solutioning/execution

Analyse local and international trends, using insights to support the forecasting of future changes in the Financial Services industry.

Use expert knowledge of learning principles to ensure that learning relevant, retained, and fit for purpose

Maintain a high level techand facilitation skill, both the physical and virtual classroom

Travel as and when required to conduct the training

A minimum of 2-3 years experience in the financial services industry. Preferably in a client-facing role as a Financial Advisor or Broker Consultant.

Knowledge of Adult learning principles

• Training or facilitation experience is an added advantage.

Financial planning and soft skills/ sales skills knowledge and experience in a learning context

2 years experience with dealing with complex projects ( end -to-end)

Related BCOM degree

CFP qualification or NQF 6 financial planning qualification will be considered if additional experience is present.

Training qualification (Train The Trainer or ETDP) - an added advantage

• Sound working knowledge of Discovery products suite ( Life, Invest, Health, Insure , Bank and Vitality) will be an added advantage.

Passion for financial planning and the financial services industry

Continuously gains ongoing knowledge about products and financial planning to operate on an expert level

Takes initiative and works under own direction

Takes responsibility for actions, projects and people

Motivates and empowers others

Upholds ethics and values; demonstrates integrity.

Easily establishes good relationships with customers and relates well to people at all levels.

Gains clear agreement and commitment from others by persuading,

Consistently achieves all goals.

Works hard and puts in longer hours when it is necessary.

Analytical Thinking Ability: ability to split a task or problem into its component parts and use these in a logical and systematic manner to reveal all the implications of the consequences of situations.

Communication Skills: able to communicate clearly both verbally and in writing.

Reporting Skills: ability to consolidate information and compile reports reflecting the necessary relevant information

Ability to communicate logically and objectively are essential components of this role.

Assertiveness coupled with flexibility and adaptability.

A quality orientation with acute attention to detail.

Retain a formal and professional manner.

Well organised

Conflict Management

Expresses opinions, information and key points of an argument clearly.

Makes rational judgments from the available information and analysis.

Probes for further information or greater understanding of a problem.

EMPLOYMENT EQUITY

The Company’s approved Employment Equity Plan and Targets will be considered as part of the recruitment process. As an Equal Opportunities employer, we actively encourage and welcome people with various disabilities to apply.

Discovery’s core purpose is to make people healthier and to enhance and protect their lives. We seek out and invest inexceptionalindividuals who understand and support our core purpose, and whose own values align with those of Discovery. Our fast-paced and dynamic environment enables smart, self-driven people to be their best. As global thought leaders, Discovery is passionate about innovating in order to not only achieve financial success, but to ignite positive and meaningful change within our society.

Training of Financial Advisors, Broker Consultants, and Independent Financial Advisers through first level initial support, through to development and ongoing proficiency training sessions. This role involves partnering with key stakeholders to proactively identify learning requirements aligned to franchises/business objectives.

• Conduct regular financial planning, practice management, product/systems and where relevant, human skills training sessions to Financial Advisors, Broker Consultants, IFA’s and any other necessary sales and distribution roles

• Conduct business needs analysis to determine training requirements to drive business and individual (DFc,BCs, DCs) performance

• Conduct research, develop and implement advanced fit for purpose workshops or training programs aligned to business requirements.

• Managing of stakeholders at all levels to support and deliver on Franchise/Business unit specific learning requirements

• Monitor and evaluate the effectiveness of training to ensure optimal learning and development

• Provide mentoring and coaching to team members within the Division

• Consider strategic alignment when co-creating learning solutions with the business area(s) ensuring the future learning needs of the business are met.

• Drive innovative and disruptive learning experiences, incorporating industry leading best practice, to enable the salesforce to meet the changing business priorities and challenges in terms of future skills and capabilities.

• Ensures continuous development of knowledge and skills related to products, financial planning and incorporates this into learning interventions

• Develop professional internal and external collaborative relationships to ensure that the business needs are constantly met, and continuous feedback is provided.

• Monitor, track and evaluate the success of learning initiatives/deliverables and recommend improvements to enable successful business solutioning/execution

• Analyse local and international trends, using insights to support the forecasting of future changes in the Financial Services industry.

• Use expert knowledge of learning principles to ensure that learning relevant, retained, and fit for purpose

• Maintain a high level techand facilitation skill, both the physical and virtual classroom

• Travel as and when required to conduct the training

• A minimum of 2-3 years experience in the financial services industry. Preferably in a client-facing role as a Financial Advisor or Broker Consultant.

• Knowledge of Adult learning principles

• Training or facilitation experience is an added advantage.

• Financial planning and soft skills/ sales skills knowledge and experience in a learning context

• 2 years experience with dealing with complex projects ( end -to-end)

• Related BCOM degree

• CFP qualification or NQF 6 financial planning qualification will be considered if additional experience is present.

• Training qualification (Train The Trainer or ETDP) - an added advantage

• Sound working knowledge of Discovery products suite ( Life, Invest, Health, Insure , Bank and Vitality) will be an added advantage.

• Passion for financial planning and the financial services industry

• Continuously gains ongoing knowledge about products and financial planning to operate on an expert level

• Takes initiative and works under own direction

• Takes responsibility for actions, projects and people

• Motivates and empowers others

• Upholds ethics and values; demonstrates integrity.

• Easily establishes good relationships with customers and relates well to people at all levels.

• Gains clear agreement and commitment from others by persuading,

• Consistently achieves all goals.

• Works hard and puts in longer hours when it is necessary.

• Analytical Thinking Ability: ability to split a task or problem into its component parts and use these in a logical and systematic manner to reveal all the implications of the consequences of situations.

• Communication Skills: able to communicate clearly both verbally and in writing.

• Reporting Skills: ability to consolidate information and compile reports reflecting the necessary relevant information

• Ability to communicate logically and objectively are essential components of this role.

• Assertiveness coupled with flexibility and adaptability.

• A quality orientation with acute attention to detail.

• Retain a formal and professional manner.

• Well organised

• Excellent facilitation skills

• Conflict Management

• Expresses opinions, information and key points of an argument clearly.

• Makes rational judgments from the available information and analysis.

• Probes for further information or greater understanding of a problem.

EMPLOYMENT EQUITY

The Company’s approved Employment Equity Plan and Targets will be considered as part of the recruitment process. As an Equal Opportunities employer, we actively encourage and welcome people with various disabilities to apply.

To provide administrative support to L&D Dept. in the following areas:• Training and Event Management.• General Office Management.• SAP – Document Management System.• Purchasing.• Reports and correspondence.

Key Performance Areas.

KPA 1:Office Management
KPI
1.1. Organizes and maintains a comprehensive and up to date filing system. including:
1.1.1. All training documentation.
1.1.2. Quotations and invoices.
1.1.3. Learner and employee learning records files.
1.2. Schedule, organise and co-ordinate meetings for the Senior Manager, National Managers and Heads of Departments within the department.
1.3. Draft and process correspondence and documentation when requested.
1.4. Arrange departmental seminars and workshops.
1.5. Respond to Learning & Development related queries.
1.6. Assess and prioritise calls/ emails and direct them to appropriate staff within L&D.
1.7. Ensure the availability of training laboratory and donation simulation stock and stationery.
1.8. Photocopying and binding of documents.
1.9. Log maintenance tasks on SAP Plant maintenance.
1.10. Log helpdesk requests on IT Service Desk.
1.11. Assist with preparation for internal and external audits (HWSETA & SANAS Audits).
1.12. Sort; distribute incoming mail and courier packages.
1.13. Organise and maintain a comprehensive and up to date filing system for all documentation and correspondence allowing for easy access at all times.
1.14. Maintain good communication channels and confidentiality at all levels.
1.15. Make the necessary departmental travel and accommodation arrangements.
1.16. Provide general administrative support to the L&D team.
1.17. Set-up and maintain a comprehensive record of all meetings and minutes.
1.18. Capture CPD events on MyCPD Portal and generate certificates.

KPA 2:Training & Events Management
KPI
2.1. Schedule and book Training Programmes as per Annual Training Schedule.
2.2. Process and coordinate travel and accommodation bookings for delegates and facilitators (Internal and external programmes).
2.3. Book training venues and invite delegates.
2.4. Meal arrangements as per dietary requirements.
2.5. Prepare training material/ documentation.
2.6. Books delegates attending external training programmes.
2.7. Communicate amendments of meetings, training events to the relevant stakeholders and amend initial arrangements (cancellation/ reschedule of venues, accommodation, transport, meals, etc.)

KPA 3:Correspondence, Documentation & Reports
KPI
3.1. Maintains the departmental attendance registers, training schedules, training documentation and compiles training reports:
3.2. Receives forms and ensure appropriate attachments are present.
3.3. Captures staff attendance onto database.
3.4. Archive training records as per quality requirements in consultation with Heads of training
3.5. Generate training stats and reports.
3.6. Generate SETA report on a monthly basis.
3.7. Generate travel report on quarterly basis.
3.8. Sorts and distributes all incoming mail and documents.
3.9. Assists the Managers and Heads of Learning & Development with the compilation and maintenance of the annual training schedules.
3.10. Maintain and update the database of accredited training providers.
3.11. Updates information on the Digital Learning Portal.
3.12. Uploads information on enrolled staff for e-learning modules.
3.13. Uploads e-learning modules or programmes on the Learner management System.
3.14. Assists with queries from end-users.
3.15. Extracts and compiles management reports on the user activities on digital learning portal.
3.16. Compile and prepare BBBEE reporting in terms of Skills Development and related people pillar.
3.17. Develop and load training material on LMS.
3.18. Co-ordinate learning integration to the other HCM functionaries.
3.19. Present reports as required.

KPA 4:Stakeholder Liaison and Communication
KPI
4.1. Liaises with HPCSA, SMLTSA, HWSETA on the following:
4.1.1. Registration of student and trainee staff.
4.1.2. Maintains and updates the database of student/ trainee staff that require registration with the respective regulatory bodies.
4.1.3. Distributes HPCSA registration forms to new trainees/ interns and follow up registration status.
4.1.4. Coordinates examination registration for students/trainees writing the national board examinations.
4.1.5. Arranges and processes payment of examination fees.
4.2. Ensures that the HWSETA has accurate records for all learnerships, banking details.
4.3. Keeps accurate records of all payments received in lieu of mandatory and discretionary grants.

KPA 5:Document Management System (Processing of documents on SAP)
KPI
5.1. Develop reports, SOPs or any other documents as required by the L&D Department team.
5.2. Perform quality assurance checks on documents.
5.3. Create and load documents (A01-A09) as per guidelines for documents.
5.4. MS Word format checks on documents as per the guidelines for documents.
5.5. Revision of existing policies, procedures, role profiles and deviations when required.
5.6. Copy and format old documents onto the new template.
5.7. Responsible for continuous follow up until delivery of acceptable documents within agreed timeframes:
5.7.1. Follow up on documents in RJ status and communicate with the relevant authors for changes required.
5.7.2. Follow up on documents in FA status.
5.7.3. Follow up on the error documents on DMS.

KPA 6:Purchasing
KPI
6.1. Co-ordinate and track the department CAPEX and OPEX requirements.
6.2. Maintain a comprehensive supplier/product database of all items ordered.
6.3. Assist where possible, with the sourcing of comparative quotations and alternative suppliers for consumables.
6.4. Generate shopping carts for the department, follow up on allocation of purchase orders and where necessary liaise with service providers for timeous deliveries.
6.5. Liaise with external stakeholders concerning any outstanding orders, invoices, statements or discrepancies.
6.6. Confirm invoices on receipt and forward to Finance department for payment.
6.7. Follow up with Finance department on outstanding payments to suppliers.

• Judgement and Decision Making
• Analytical Thinking
• Attention to Detail
• Planning, Organising and Monitoring

• Ethical Behaviour
• Drive and belief in the cause
• Resilience and Stress Management
• Professional Image and Visibility

• Customer Service Orientation
• Knowledge Sharing
• Teamwork
• Communication
• Excellence Orientation

• Business and Financial Acumen
• Systems Competence
• MS Outlook.
• SAP.
• Diary Management.
• Training needs analysis.

• Grade 12.
• National Certificate in Training Administration, Office Administration or Equivalent or Occupational Directed Education and Training Diploma.

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Recruiter:

Bridge Personnel cc

Job Ref:

CS062025SDT

Date posted:

Wednesday, June 4, 2025

Location:

sandton, Gauteng, South Africa

Salary:

R600k CTC neg

SUMMARY:

Learning & Development Manager

POSITION INFO:

Setup Training Academy

Program Development

Skills Development & Compliance

Vendor Management

Stakeholder Engagement

Monitoring, Evaluation and Reporting

REQUIREMENTS:

Degree in HR or related field

5 year experience in L&D

Understanding of SAQA. NOF, SETA, OCTO frameworks

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Advertising Services

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Tracker requires the expertise of an experienced Head: Learning and Development to manage the Learning and Development portfolio, focusing on strategic people development, leadership and talent management, as well as change and culture. This individual will be responsible for defining, developing, implementing, and managing a fit-for-purpose learning and development strategy, driving continuous learning and knowledge sharing across the value chain. Reporting to the Executive: Human Capital, the successful candidate will ensure the integration and efficiency of processes and programs within the company, while measuring the success of implemented learning initiatives.

L&D Strategy and Leadership

• Lead the development, and implementation of an L&D strategy that aligns with business objectives, fosters continuous improvement, and integrates talent development priorities into Tracker’s broader strategic goals.
• Drive the development of the Tracker Learning Academy to create a structured pipeline for leadership and talent development, ensuring future leaders are identified, nurtured, and learning is integrated into career progression and daily operations.
• Oversee the development and implementation of digital learning initiatives to provide scalable, flexible, and accessible learning opportunities for employees at all levels.
• Identify, assess, and address the training and skills development needs of the organisation, with a focus on leadership development to support succession planning and talent retention.
• Serve as a member of the OPCO, sharing oversight on operational activities, contributing to tactical planning, ensuring L&D strategies align with business goals, integrate into broader operations, and support business performance and organisational transformation through talent development priorities.
• Manage and develop a team of Learning Specialists, ensuring they are equipped with the skills and resources to effectively support the L&D strategy and contribute to business impact.

Cultural Transformation and Change

• Drive cultural transformation and change initiatives through L&D programs, ensuring alignment with organisational goals and supporting committees such as the Transformation Committee and EETSCom.
• Champion a culture of continuous learning and innovation, ensuring employees have the tools and resources to stay ahead of industry trends and evolving business needs. Introduce various learning initiatives to improve employee effectiveness.

Training Administration

• Manage the training and development budget, developing an annual forecast based on talent development requirements and tracking expenditures to ensure efficiency.
• Compile training and development progress reports, providing regular updates on training effectiveness, and impact on business outcomes.
• Establish and maintain a trainee database for the company, ensuring accurate records of training participation and progress.
• Work with the Skills Development Facilitator to manage learnerships and graduate programs, ensuring these initiatives are aligned with business needs and objectives.

Performance Measurement and ROI

• Regularly measure the effectiveness of L&D initiatives, analysing ROI and aligning training outcomes with business performance metrics to demonstrate tangible results and impact.
• Add value to the organisation and contribute to improving profit margins through training return on investment (ROI), establishing a more systematic approach to talent development, and ensuring that training initiatives are directly aligned with business needs and performance.

Compliance and Regulatory Requirements

• Ensure sustainable relationships with relevant SETAs, including partnerships on special Skills Development Programmes and updated QMS. Ensure Skills Development/SETA compliance through Workplace Skills Plans (WSP).
• Responsible for complying with applicable legislation, policies, standards, and laid-down procedures (statutory and regulatory requirements). This includes developing, implementing, and monitoring the WSP in line with legislative requirements.
• Manage the Socio-Economic Development (SED) pillar in partnership with the SED Facilitator to ensure alignment with broader community engagement goals, support talent development across sectors, and contribute to fulfilling corporate social responsibility (CSR) commitments.

Collaboration and Stakeholder Management

• Develop and maintain strong relationships with key internal stakeholders, including senior leadership, department heads, and HR teams, to ensure L&D initiatives align with business objectives and support talent development needs.
• Maintain advisory/consultative relationships with subject matter experts and department heads to ensure that L&D programs remain relevant, effective, and aligned with business goals.
• Build and sustain partnerships with external stakeholders such as SETAs, industry associations, training providers, and educational institutions to enhance learning opportunities, stay current with industry trends, and ensure compliance with Skills Development and other regulatory requirements.

Minimum Qualifications

• An honors degree or equivalent qualification in HR Management or similar.
• A post-graduate qualification such as MBA, SMP or MAP or at least 3-5 years in HRD at a senior level preferred.
• 5-8 years Previous Training and Development management experience and exposure at EXCO level.
• ETDP (with at least a facilitator and assessors qualification) and/or SDF background.
• A good balance of strategy and hands-on experience in all people development aspects.
• Ability to effectively communicate at all levels.
• Previous experience working with SETA's.
• Outstanding needs analysis, positioning, Training and Development justification skills.
• Superior presentation and excellent oral and written communication skills.
• Prior experience with e-learning systems.
• Ability to successfully lead and motivate a team.
• Excellent understanding of learning and development systems/programmes.
• Ability to work under pressure.
• Good problem-solving and decision-making skills.
• Professional and positive attitude at all times and to lead by example.

To provide administrative support to L&D Dept. in the following areas:• Training and Event Management.• General Office Management.• SAP – Document Management System.• Purchasing.• Reports and correspondence.

Key Performance Areas.

KPA 1:Office Management
KPI
1.1. Organizes and maintains a comprehensive and up to date filing system. including:
1.1.1. All training documentation.
1.1.2. Quotations and invoices.
1.1.3. Learner and employee learning records files.
1.2. Schedule, organise and co-ordinate meetings for the Senior Manager, National Managers and Heads of Departments within the department.
1.3. Draft and process correspondence and documentation when requested.
1.4. Arrange departmental seminars and workshops.
1.5. Respond to Learning & Development related queries.
1.6. Assess and prioritise calls/ emails and direct them to appropriate staff within L&D.
1.7. Ensure the availability of training laboratory and donation simulation stock and stationery.
1.8. Photocopying and binding of documents.
1.9. Log maintenance tasks on SAP Plant maintenance.
1.10. Log helpdesk requests on IT Service Desk.
1.11. Assist with preparation for internal and external audits (HWSETA & SANAS Audits).
1.12. Sort; distribute incoming mail and courier packages.
1.13. Organise and maintain a comprehensive and up to date filing system for all documentation and correspondence allowing for easy access at all times.
1.14. Maintain good communication channels and confidentiality at all levels.
1.15. Make the necessary departmental travel and accommodation arrangements.
1.16. Provide general administrative support to the L&D team.
1.17. Set-up and maintain a comprehensive record of all meetings and minutes.
1.18. Capture CPD events on MyCPD Portal and generate certificates.

KPA 2:Training & Events Management
KPI
2.1. Schedule and book Training Programmes as per Annual Training Schedule.
2.2. Process and coordinate travel and accommodation bookings for delegates and facilitators (Internal and external programmes).
2.3. Book training venues and invite delegates.
2.4. Meal arrangements as per dietary requirements.
2.5. Prepare training material/ documentation.
2.6. Books delegates attending external training programmes.
2.7. Communicate amendments of meetings, training events to the relevant stakeholders and amend initial arrangements (cancellation/ reschedule of venues, accommodation, transport, meals, etc.)

KPA 3:Correspondence, Documentation & Reports
KPI
3.1. Maintains the departmental attendance registers, training schedules, training documentation and compiles training reports:
3.2. Receives forms and ensure appropriate attachments are present.
3.3. Captures staff attendance onto database.
3.4. Archive training records as per quality requirements in consultation with Heads of training
3.5. Generate training stats and reports.
3.6. Generate SETA report on a monthly basis.
3.7. Generate travel report on quarterly basis.
3.8. Sorts and distributes all incoming mail and documents.
3.9. Assists the Managers and Heads of Learning & Development with the compilation and maintenance of the annual training schedules.
3.10. Maintain and update the database of accredited training providers.
3.11. Updates information on the Digital Learning Portal.
3.12. Uploads information on enrolled staff for e-learning modules.
3.13. Uploads e-learning modules or programmes on the Learner management System.
3.14. Assists with queries from end-users.
3.15. Extracts and compiles management reports on the user activities on digital learning portal.
3.16. Compile and prepare BBBEE reporting in terms of Skills Development and related people pillar.
3.17. Develop and load training material on LMS.
3.18. Co-ordinate learning integration to the other HCM functionaries.
3.19. Present reports as required.

KPA 4:Stakeholder Liaison and Communication
KPI
4.1. Liaises with HPCSA, SMLTSA, HWSETA on the following:
4.1.1. Registration of student and trainee staff.
4.1.2. Maintains and updates the database of student/ trainee staff that require registration with the respective regulatory bodies.
4.1.3. Distributes HPCSA registration forms to new trainees/ interns and follow up registration status.
4.1.4. Coordinates examination registration for students/trainees writing the national board examinations.
4.1.5. Arranges and processes payment of examination fees.
4.2. Ensures that the HWSETA has accurate records for all learnerships, banking details.
4.3. Keeps accurate records of all payments received in lieu of mandatory and discretionary grants.

KPA 5:Document Management System (Processing of documents on SAP)
KPI
5.1. Develop reports, SOPs or any other documents as required by the L&D Department team.
5.2. Perform quality assurance checks on documents.
5.3. Create and load documents (A01-A09) as per guidelines for documents.
5.4. MS Word format checks on documents as per the guidelines for documents.
5.5. Revision of existing policies, procedures, role profiles and deviations when required.
5.6. Copy and format old documents onto the new template.
5.7. Responsible for continuous follow up until delivery of acceptable documents within agreed timeframes:
5.7.1. Follow up on documents in RJ status and communicate with the relevant authors for changes required.
5.7.2. Follow up on documents in FA status.
5.7.3. Follow up on the error documents on DMS.

KPA 6:Purchasing
KPI
6.1. Co-ordinate and track the department CAPEX and OPEX requirements.
6.2. Maintain a comprehensive supplier/product database of all items ordered.
6.3. Assist where possible, with the sourcing of comparative quotations and alternative suppliers for consumables.
6.4. Generate shopping carts for the department, follow up on allocation of purchase orders and where necessary liaise with service providers for timeous deliveries.
6.5. Liaise with external stakeholders concerning any outstanding orders, invoices, statements or discrepancies.
6.6. Confirm invoices on receipt and forward to Finance department for payment.
6.7. Follow up with Finance department on outstanding payments to suppliers.

• Judgement and Decision Making
• Analytical Thinking
• Attention to Detail
• Planning, Organising and Monitoring

• Ethical Behaviour
• Drive and belief in the cause
• Resilience and Stress Management
• Professional Image and Visibility

• Customer Service Orientation
• Knowledge Sharing
• Teamwork
• Communication
• Excellence Orientation

• Business and Financial Acumen
• Systems Competence
• MS Outlook.
• SAP.
• Diary Management.
• Training needs analysis.

• Grade 12.
• National Certificate in Training Administration, Office Administration or Equivalent or Occupational Directed Education and Training Diploma.

Listing reference: sanbs_002486

Listing status: Online

Apply by: 23 October 2024

Industry: Non-Profit & Voluntary Sector

Job category: Training

Location: Roodepoort

Contract: Permanent

Business Unit: Constantia Kloof

Remuneration: R 675,863.00

EE position: No

An opportunity has become available for a Head of Learning and Development. The incumbent will manage the Learning & Development (Technical I) section to ensure development and implementation of all technical training programmes for the core divisions within SANBS and implements best practices, methods and technologies to achieve the learning & development objectives.

Key Performance Areas.

KPA 1 Develop And Managing The Learning And Development Business Plan.

1.1. Consult with internal stakeholders to ensure that customer needs are incorporated into the business plan.
1.2. Performs trend analysis for the learning & development department to assess client business needs, opportunities, and threats to operations;
1.3. Inputs into the development annual business plan by reviewing past business plans and new requirements from client departments;
1.4. Conduct training needs analysis through work area assessments;
1.5. Assist the Learning and Development Manager (Technical) with the compilation of the annual business plan including the department objectives, OPEX and CAPEX budget.
1.6. Develops the cost centre OPEX for the financial year derived from the Technical I department’s annual business plan;
1.7. Inputs into the identification of national initiatives and projects to meet client business needs;
1.8. Develops project plans and budgets for the implementation of approved projects;
1.9. Review team work allocations and assists with the review of manpower plans and makes recommendations on changes, where necessary;
1.10. Communicates the annual learning & development business plans and annual training plans to internal stakeholders;
1.11. Implement service level agreements with the respective client departments;
1.12. Communicate the final annual training plans to the team and set performance targets;
1.13. Develop, Implement and manage the approved annual training plan.

2.1. Manage the cost centre OPEX and CAPEX budget;
2.2. Monitor the cost centre monthly planned and actual expenditure and report on variances;
2.3. Resolve and or escalate misallocations to the relevant individuals for corrective action;
2.4. Ensure that the annual training plans and activities are within budget and are implemented in a cost-effective manner;
2.5. Manages business unit people costs by monitoring and tracking staff time-keeping, absenteeism trends, overtime worked and leave and ensure compliance with the respective organizational policies.
2.6. Monitor overtime worked by staff and appropriately manage excessive overtime;
2.7. Review manpower plans to assess capacity within the department;
2.8. Ensure that training resources are distributed equitably and cost effectively within the department and zones.

KPA 3 Implement the Learning and Development Annual Training Plan.

3.1. Develops and implements the annual training plan; 
3.2. Provides guidance, support and feedback to Learning and Development Practitioners with regard to design and development of learner guides, facilitator guides, training manuals, assessment documents and learning aids;
3.3. Revises and updates syllabi and curricula by actively engaging with internal stakeholders (line managers) and external stakeholders (professional bodies & ETQA’s);
3.4. Develops and delivers training of specialized training modules, as required;
3.5. Reviews staff error rates in clinics and engage with relevant stakeholders to identify reasons for deviations and errors and provide training support to improve work standards;
3.6. Reviews outcomes of staff disciplinary hearings where staff have been non-compliant or negligent and ensure that training deficiencies, if any, are addressed through relevant training programmes;
3.7. Reports formally to clients regarding training that has been provided for their respective work areas, including outcomes of assessments and the way forward;
3.8. Provides input into the selection of accredited training providers and assist with the coordination, delivery of material or training sessions that cannot be developed or implemented internally;
3.9. Evaluates all learning and development interventions implemented for client departments;
3.10. Participates in the recruitment and interview process for trainee staff (phlebotomists);
3.11. Represents the department at stakeholder meetings;
3.12. Compiles monthly/quarterly/annual reports and takes corrective actions for problems reported;
3.13. Contributes to the identification of departmental projects with internal and external stakeholders;
3.14. Develops and implement project plans;
3.15. Ensure that the allocated resources are efficiently utilised;
3.16. Ensure that agreed deadlines and completion of projects are met;
3.17. Develop and submit reports to the Learning and Development Manager on project progress.

KPA 4 Management and Development of Staff
4.1. Orientates newly appointed Learning and Development Practitioners to the work area and ensures they are adequately supported and guided with regard to delivery of departmental and organizational objectives;
4.2. Develops and concludes individual scorecards (ISC) and Individual development plans (IDP) for the team;
4.3. Mentors and coaches Learning and Development Practitioners to ensure they acquire and demonstrate the required knowledge, skills and attitudes for effective delivery of training;
4.4. Manages the performance of direct reports on an on-going basis through regular formal and informal performance reviews and take appropriate steps to correct performance problems identified;
4.5. Tracks and supports individual development by identifying staff learning and development needs and initiating initiatives in support of staff development;
4.6. Deals with grievances, conflict and disciplinary issues and initiate appropriate actions in accordance with SANBS policies and procedures;
4.7. Oversees the training planned, prepared and delivered by the Learning and Development Practitioners;
4.8. Ensures regular two-way communication through individual staff and team meetings on matters such as strategy, values, team building, SOP’s, policy changes, etc.
4.9. Attend information meetings and training sessions and keep team members informed internal / external business developments;

4.10. Ensure self and team members keep updated on new and developing technologies related to job function. 
4.11. Ensure self and team compliance with the HPCSA & SANC through professional registration of team and continuous professional development (CPD).

KPA 5 Quality and Risk Management
5.1. Identifies operational risks related to the delivery of learning & development programmes and recommends plans to manage these risks;
5.2. Ensures operational compliance by managing internal and external audit findings to ensure that non-conformances are resolved within agreed time frames;
5.3. Develop, review and revise Learning and Development Specialised Collection procedures.
5.4. Contributes to SOP development and compliance by reviewing new and revised documents within agreed time frames;
5.5. Ensures that validation processes are applied where necessary and SOP competency requirements are maintained;
5.6. Monitors compliance to policies and procedures to ensure that the department accreditation requirements are in place and maintained;
5.7. Consults with the respective operational areas regarding the nature and frequency of procedural errors and provide training support for implementation of corrective action to prevent recurrence;
5.8. Ensures compliance with the national proficiency testing programme; 
5.9. Conducts root cause analysis when non-conformances are raised and implement corrective actions as identified;
5.10. Plans and prepares the department for internal and external risk / quality audits;
5.11. Ensure that training status / accreditation is maintained for the designated training areas

Cognitive

• Analytical Thinking and Attention to Detail
• Judgement and Decision Making
• Problem Solving
• Innovative Thinking
• Planning, Organising and Monitoring

•  Ethical Behaviour
• Excellence Orientation
• Drive and belief in the cause

•  Customer Service Orientation
• Conflict Management
• Teamwork
• Communication

• Business need analysis.
• Programme Design and Development.
• Program implementation and Evaluation.
• Project Management.
• Business and Budget Management.

• Diploma or Degree in Nursing Science, or Nursing Education or Nursing Management OR Equivalent.
• Professional registration as a Registered Nurse with the South African Nursing Council (SANC).

• 2 years nursing experience preferably in a haematology, renal or intensive care hospital environment.
• 2 years routine whole blood and/or general apheresis practice in a blood transfusion environment.
• 2 years therapeutic apheresis practice experience.
• 2 years’ experience in a learning & development, education & training function, training laboratory or similar function.
• At least one-year supervisory experience.

• Knowledge of all pertinent skills development legislation.
• MS Office (Word, Excel, Outlook, PowerPoint) at intermediary level.
• Knowledge pertinent Health and Nursing legislation

•  National and international work-related travel.

Description

The L&D Capabilities Manager is responsible for building, leading, and motivating teams, ensuring that the teams have the appropriate skills and competencies available within the company, and fosters a multi-disciplinary delivery team culture. A key responsibility of the L&D Capabilities Manager will be to support the team as a coach to adopt an agile, high-performance approach that fulfils AZ’s objectives

Works closely with the Commercial Excellence Director and SLT to ensure training needs are aligned with the needs of the sales and non-sales teams across SA & SSA.

Delivers leadership enablement training and initiatives.

Sets objectives, coaches / mentors, assesses performance and addresses skill development for Sales Managers, their Sales Teams and Key Account Managers.

Manages resource allocation, training budget, and high-level relationships with external vendors

Will conduct coaching training with First Line Sales Managers and conduct selling skills training across the commercial teams.

This role will support the business teams in each country within SA to achieve the organization’s goals.

Participate in the creation of robust coaching & functional plans; track / report progress against plans aligned with timing of regular business reviews.

Deliver informal and formal learning solutions in a manner that is both engaging and effective

Manage the learning and coaching environment and prepare for training delivery

Demonstrate effective facilitation and presentation techniques that engage learners, create a positive learning environment and build learner motivation

Establish credibility as an instructor and effectively manage challenging behaviour and situations

Evaluate learning solution throughout delivery, adapting the program to Learning and Development Strategy

Use consulting skills and build relationships to establish sponsorship and ownership for training agenda

Collaborate and work with the team to share ideas, best practices & maximise budgets

Communicate effectively utilizing both written and verbal skills

Approve, distribute, and archive intellectual capital ensuring compliance with legal, ethical, and regulatory requirements

Evaluate performance and training

Provide leadership to define and execute the organization’s training strategy aligned to business priorities; implement training projects and activities in close collaboration with cross-functional teams

Apply a systematic approach to evaluate gaps in performance and impact of training

Use a consulting approach to uncover the gaps that require training and development

Effectively evaluate the impact of training solutions delivered

Coaching of PJPs, MSRs, Brand Managers, KAMs and FLSMs : In-field & Classroom

Skills training : In-field & classroom

ESSENTIAL SKILLS & EXPERIENCE REQUIRED

Completed Bachelors degree in Health Sciences, Commerce or equivalent

4 - 5 years’ experience in Commercial Sales Training

Coaching and mentoring experience

Project management experience

Oncology disease area knowledge and experience is preferred

Strong facilitation and presentation skills

Fluency in English is required with Excellent communication skills

Good planning and organizational skills

Ability to develop strategic partnerships

Group presentation skills

Self-confidence

Coaching & Feedback – Leadership skills

Ability to travel

Impact and influence in a collaborative manner

Why AstraZeneca?

SO, WHAT’S NEXT?

WHERE CAN I FIND OUT MORE?

Our Social Media, Follow AstraZeneca on LinkedIn

Follow AstraZeneca on Facebook

Date Posted

05-Aug-2025

Closing Date

24-Aug-2025

Listing reference: sanbs_002486

Listing status: Online

Apply by: 23 October 2024

Industry: Non-Profit & Voluntary Sector

Job category: Training

Location: Roodepoort

Contract: Permanent

Business Unit: Constantia Kloof

Remuneration: R 675,863.00

EE position: No

An opportunity has become available for a Head of Learning and Development. The incumbent will manage the Learning & Development (Technical I) section to ensure development and implementation of all technical training programmes for the core divisions within SANBS and implements best practices, methods and technologies to achieve the learning & development objectives.

Key Performance Areas.

KPA 1 Develop And Managing The Learning And Development Business Plan.

1.1. Consult with internal stakeholders to ensure that customer needs are incorporated into the business plan.
1.2. Performs trend analysis for the learning & development department to assess client business needs, opportunities, and threats to operations;
1.3. Inputs into the development annual business plan by reviewing past business plans and new requirements from client departments;
1.4. Conduct training needs analysis through work area assessments;
1.5. Assist the Learning and Development Manager (Technical) with the compilation of the annual business plan including the department objectives, OPEX and CAPEX budget.
1.6. Develops the cost centre OPEX for the financial year derived from the Technical I department’s annual business plan;
1.7. Inputs into the identification of national initiatives and projects to meet client business needs;
1.8. Develops project plans and budgets for the implementation of approved projects;
1.9. Review team work allocations and assists with the review of manpower plans and makes recommendations on changes, where necessary;
1.10. Communicates the annual learning & development business plans and annual training plans to internal stakeholders;
1.11. Implement service level agreements with the respective client departments;
1.12. Communicate the final annual training plans to the team and set performance targets;
1.13. Develop, Implement and manage the approved annual training plan.

2.1. Manage the cost centre OPEX and CAPEX budget;
2.2. Monitor the cost centre monthly planned and actual expenditure and report on variances;
2.3. Resolve and or escalate misallocations to the relevant individuals for corrective action;
2.4. Ensure that the annual training plans and activities are within budget and are implemented in a cost-effective manner;
2.5. Manages business unit people costs by monitoring and tracking staff time-keeping, absenteeism trends, overtime worked and leave and ensure compliance with the respective organizational policies.
2.6. Monitor overtime worked by staff and appropriately manage excessive overtime;
2.7. Review manpower plans to assess capacity within the department;
2.8. Ensure that training resources are distributed equitably and cost effectively within the department and zones.

KPA 3 Implement the Learning and Development Annual Training Plan.

3.1. Develops and implements the annual training plan; 
3.2. Provides guidance, support and feedback to Learning and Development Practitioners with regard to design and development of learner guides, facilitator guides, training manuals, assessment documents and learning aids;
3.3. Revises and updates syllabi and curricula by actively engaging with internal stakeholders (line managers) and external stakeholders (professional bodies & ETQA’s);
3.4. Develops and delivers training of specialized training modules, as required;
3.5. Reviews staff error rates in clinics and engage with relevant stakeholders to identify reasons for deviations and errors and provide training support to improve work standards;
3.6. Reviews outcomes of staff disciplinary hearings where staff have been non-compliant or negligent and ensure that training deficiencies, if any, are addressed through relevant training programmes;
3.7. Reports formally to clients regarding training that has been provided for their respective work areas, including outcomes of assessments and the way forward;
3.8. Provides input into the selection of accredited training providers and assist with the coordination, delivery of material or training sessions that cannot be developed or implemented internally;
3.9. Evaluates all learning and development interventions implemented for client departments;
3.10. Participates in the recruitment and interview process for trainee staff (phlebotomists);
3.11. Represents the department at stakeholder meetings;
3.12. Compiles monthly/quarterly/annual reports and takes corrective actions for problems reported;
3.13. Contributes to the identification of departmental projects with internal and external stakeholders;
3.14. Develops and implement project plans;
3.15. Ensure that the allocated resources are efficiently utilised;
3.16. Ensure that agreed deadlines and completion of projects are met;
3.17. Develop and submit reports to the Learning and Development Manager on project progress.

KPA 4 Management and Development of Staff
4.1. Orientates newly appointed Learning and Development Practitioners to the work area and ensures they are adequately supported and guided with regard to delivery of departmental and organizational objectives;
4.2. Develops and concludes individual scorecards (ISC) and Individual development plans (IDP) for the team;
4.3. Mentors and coaches Learning and Development Practitioners to ensure they acquire and demonstrate the required knowledge, skills and attitudes for effective delivery of training;
4.4. Manages the performance of direct reports on an on-going basis through regular formal and informal performance reviews and take appropriate steps to correct performance problems identified;
4.5. Tracks and supports individual development by identifying staff learning and development needs and initiating initiatives in support of staff development;
4.6. Deals with grievances, conflict and disciplinary issues and initiate appropriate actions in accordance with SANBS policies and procedures;
4.7. Oversees the training planned, prepared and delivered by the Learning and Development Practitioners;
4.8. Ensures regular two-way communication through individual staff and team meetings on matters such as strategy, values, team building, SOP’s, policy changes, etc.
4.9. Attend information meetings and training sessions and keep team members informed internal / external business developments;

4.10. Ensure self and team members keep updated on new and developing technologies related to job function. 
4.11. Ensure self and team compliance with the HPCSA & SANC through professional registration of team and continuous professional development (CPD).

KPA 5 Quality and Risk Management
5.1. Identifies operational risks related to the delivery of learning & development programmes and recommends plans to manage these risks;
5.2. Ensures operational compliance by managing internal and external audit findings to ensure that non-conformances are resolved within agreed time frames;
5.3. Develop, review and revise Learning and Development Specialised Collection procedures.
5.4. Contributes to SOP development and compliance by reviewing new and revised documents within agreed time frames;
5.5. Ensures that validation processes are applied where necessary and SOP competency requirements are maintained;
5.6. Monitors compliance to policies and procedures to ensure that the department accreditation requirements are in place and maintained;
5.7. Consults with the respective operational areas regarding the nature and frequency of procedural errors and provide training support for implementation of corrective action to prevent recurrence;
5.8. Ensures compliance with the national proficiency testing programme; 
5.9. Conducts root cause analysis when non-conformances are raised and implement corrective actions as identified;
5.10. Plans and prepares the department for internal and external risk / quality audits;
5.11. Ensure that training status / accreditation is maintained for the designated training areas

Cognitive

• Analytical Thinking and Attention to Detail
• Judgement and Decision Making
• Problem Solving
• Innovative Thinking
• Planning, Organising and Monitoring

• Ethical Behaviour
• Excellence Orientation
• Drive and belief in the cause

• Customer Service Orientation
• Conflict Management
• Teamwork
• Communication

• Business need analysis.
• Programme Design and Development.
• Program implementation and Evaluation.
• Project Management.
• Business and Budget Management.

• Diploma or Degree in Nursing Science, or Nursing Education or Nursing Management OR Equivalent.
• Professional registration as a Registered Nurse with the South African Nursing Council (SANC).

• 2 years nursing experience preferably in a haematology, renal or intensive care hospital environment.
• 2 years routine whole blood and/or general apheresis practice in a blood transfusion environment.
• 2 years therapeutic apheresis practice experience.
• 2 years’ experience in a learning & development, education & training function, training laboratory or similar function.
• At least one-year supervisory experience.

• Knowledge of all pertinent skills development legislation.
• MS Office (Word, Excel, Outlook, PowerPoint) at intermediary level.
• Knowledge pertinent Health and Nursing legislation

•  National and international work-related travel.