L&D Manager - Cape Town at Ares Holdings

Skills & Knowledge required:

• Relevant degree
• Advanced Excel
• Functional experience in HR and training development
• Demonstrated ability to drive the learning and development initiatives across different organisational levels
• Understanding of training design, development and delivery
• Facilitation Skills
• SDF knowledge
• Workplace Skills Plan & ATR submissions
• Communication skills
• Valid driver’s license & own transport
• Willingness to travel

Strategic Planning and Implementation:

• Develop and maintain a Learning and Development strategy based on identified training needs and skills gaps
• Collaborate with the Head of HCM to develop the Learning and Development Strategy in alignment with the organisational objectives and future skill requirements
• Transform strategies into actionable initiatives with defined business outcomes and measurable targets while promoting the development of operational best practices
• Implement, review and update Learning and Development policies, processes and procedures
• Development, sign off and submission of Workplace Skills Plans and Annual Training Reports for Group
• Monitor the implementation of the Learning and Development programmes and plans

Training Design, Facilitation and Delivery:

• Take ownership for end-to-end learning experience to provide a positive learning experience in which learners are encouraged to be actively engaged in the learning process and achieve earning goals
• Design and develop training programs, workshops, and learning materials.
• Proactively explore training needs and design and adapt relevant training materials
• Engage with relevant subject matter experts and other stakeholders to become proficient and keep up date with any changes on the subject matter

People Management:

• Manage the people practices of the Learning & Development department
• Oversee performance of direct reports, establish annual goals and measure performance
• Cultivate a culture of high performance, accountability, and adherence to the company's values among team members

Stakeholder Management:

• Identify, build, and nurture collaborative relationships with internal and external stakeholders
• Develop and maintain strong working relationship with relevant SETA’s
• Collaborate with HR and business stakeholders to align learning and development methods with strategic business needs
• Collaborate with individuals across the business to determine and respond to organisational learning and development requirements

Operations / Financial Management:

• Forecast, plan and develop an annual training budget aligned to organisation Learning and Development needs
• Identify and approve service providers to implement training requirements as per the training plan
• Effectively manage and monitor the Learning and Development budget and expenditure
• Secure and manage the allocation of funding for all planned training with the SETA’s including mandatory and pivotal grants

Legislative:

• Work within policies and procedures and in compliance with all BBBEE / EE / SD Legislation
• Compliance and monitoring of the BBBEE (Skills Development section) scorecard system and ensure that the company requirements are maintained and updated timeously
• Review BEE scoring results, identify improvement areas and work with relevant stakeholders to implement action plans to secure improved scoring.

 Legislative Reporting and Administration:

• Maintain department records, ensuring complete accuracy and confidentiality
• Ensure accurate and up to date data capturing and filing according to department standards
• Comply with all statutory reporting requirements
• Prepare documentation for Skills Development audits including training, SETA and EE documents
• Oversee reporting and data analytics
• Compilation and submission of annual Skills Development Levies, Workplace Skills Plan and required training reports to the Department of Labour and other related stakeholders

Succession Planning:

• Formulate development plans (with HR team and relevant stakeholders) for successors and individuals with high potential
• Participation in succession planning process and discussions
• Support the HR Operations manager with updating and maintain succession plans annually

Partnership:

• Develop strategic partnerships and relationships with external training providers.
• Establish a good relationship and manage stakeholders (internal clients – management, employees) and external clients – training providers, training centres who provide learnership and SETAs
• Effectively work within a collaborative HR Team environment

Evaluation and Continuous Improvement:

• Keep up to date with Learning & Development developments and HR strategies within the industry
• Stay updated on industry best practices and policies
• Establish appropriate methods to measure success and impact of interventions
• Continually evolve and improve intervention delivery channels
• Active role in the promotion of diversity of the workforce throughout all programs in the Organization