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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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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.

We require the services of a Learning & Development Trainersituated at our clients Head Office based in Johannesburg. The successful incumbent will be responsible for General Training at a national level. The role involves providing support towards the achievement of maximum productivity and growth in line with business strategy, company vision and values. You will identify training objectives and outcomes based on identified training needs and subsequently ensure that suitable training interventions are conducted.

Key Responsibilities

• Development and/or review of training and educational programs for internal training
• Implement sales techniques by conducting training or refresher training to all sales teams
• Update and maintain records of sales modules and materials
• Conduct reviews with relevant business heads to identify training and development needs of employees
• Design learning programme frameworks that are fit for purpose and meet stakeholder requirements
• Recommend suitable development interventions to address any skills gaps identified
• Research content of learning programmes and other learning interventions in consultation with subject matter experts & align the content for the business
• Develop and implement a training plan that ensures attainment of goals and profitability of both sales and the organization
• Research and procure external training programs to meet sales needs and requirements
• Review feedback from stakeholders regularly and implement their recommendations and suggestions, where relevant
• Conduct moderation of assessments to support the internal moderation process when required
• Work with the Sales teams to identify competencies required for Sales workforce to perform optimally and put in place plans to mitigate gaps

Minimum Requirements

Qualifications:

• Relevant Diploma/Degree or equivalent qualification in Human Resource Development
• ODETD Practices certification
• Accredited Assessor, Moderator, Facilitator & Accreditation in Designing Learning Material
• FAIS/RE (Desirable)
• Additional certification in sales training

Experience:

• Minimum 3 years extensive training experience
• Proven work experience as a Sales Trainer

Competencies Required

• Assessment and Moderation Principles
• Skills Development Facilitation
• Learning Management System implementation and management
• Knowledge of conducting needs identification and analysis
• Thorough knowledge of training-related legislation
• Ability to analyze current and future business needs and formulate training plans accordingly
• Research and identify external training programs to meet business unit needs
• Experience with web-based and e-learning platforms

Skills Required

• Sound understanding of hardcore sales selling skills and processes
• Good interpersonal skills
• Proficient in MS Office applications
• Excellent presentation and communication skills
• Strong organizational skills
• Analytical and problem-solving abilities
• Change management expertise

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

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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.

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Role Description

The Talent Sourcing & Learning & Development Consultant will be responsible for the recruitment of talent for the GBC as well as driving the Learning and Development agenda for the GBC.

The recruitment function is varied and will include routine administration as well as co-ordinating and interviewing candidates – all of which require dedication, attention to detail and accuracy.

Key Responsibilities

RECRUITMENT

• Responsible for the recruitment and selection of all employees as per the firm's recruitment processes and procedures for allocated business units.
• Ensure that the recruitment process supports the firm's employment equity targets.
• Posting vacancies on HLP and response handling on job portals (LinkedIn, etc).
• Co-ordination and administration of the recruitment function (placing adverts, coordinating interview arrangements and dealing with enquiries as they arise).
• Updating and distribution of correspondence with candidates.
• Regular maintenance and organisation of filing systems, retaining documents, correspondence and other records in line with the Firm's recruitment procedures.
• Maintain the Recruitment database.
• Telephonic screening of candidates for minimum requirements.
• Participate in screening interviews and offer insight for further decision making.
• Use the salary benchmarking data to propose CTC offers.
• Ensure the full approval process is followed when extending an offer of employment.
  
  

• Form good relationships with business leads to understand their recruitment needs and assist in talent mapping.
• Guide and lead business with recruitment practices.
• Advise business on the selection of candidates.
  
  

• Ensure that HLP reflects accurately the status of each vacancy.
• Record and monitor all stages of candidate's progress from CV review to offer stage.
• Maintain recruitment tracker for all active vacancies.
• Produce weekly / monthly and once off reports that need to be sent to the HR Manager.
  
  

• Capture new joiner’s data on HLP accurately.
• Ensure that all relevant source documents are submitted to HR Administrator to submit for payroll processing.
• Management of employee letters, contracts, and promotional letters, etc
  
  

• Complete mandatory compliance training.
• Adhere to Labour Legislation.
• Adhere to POPIA.
  
  

• Provide employees with appropriate training and professional development opportunities to advance their careers with the firm. Again, this is more a relationship with managers to determine what the training needs of the function would be.
• Manage requests for training, registration and invoices for all employees.
• Draft and manage training budgets for each department.
• Manage and coordinate professional development training programs.
  
  

• Full administration and coordination of the staff study assistance programme.
• Ensure that all study assistance requests are submitted timeously and that approvals are communicated to the staff.
• Manage requests and invoices for all employees.
• Update policies relating to study assistance programme.
  
  

• Compile and document all the training submitted throughout the reporting cycle.
• Computate data for completion of Workplace Skills Plan and Annual Training Report.
• Work closely with Finance with any information needed for the completion of the WSP & ATR.
• Attend the EE Forum and report on the training opportunities within the firm and the L&D processes.
• Complete WSP/ATR report submission timeously on/before the legislative deadline date.
  
  

• To support the HR Leadership with the development and implementation of projects as required.
  
  

• Grade 12 or equivalent (NQF 4) - Required
• HR Degree or equivalent tertiary qualification (NQF 6/7) – Required
• Certified SDF in any SETA (preferably SASSETA) – Required
  
  

• Must be able to work in a fast paced, high performing environment
• Must be able to work to deadlines
• Must be able to handle high volumes of work
• Must always maintain high confidentiality
• Must have the ability to understand the organizational structure within a short period of time
• Must have a clear criminal record
• Must be able to follow processes and procedures
• Attention to detail
• Display sense of urgency always
  
  

• Seniority level Not Applicable

• Employment type Full-time

• Job function Human Resources
• Industries Law Practice and Legal Services

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