We are looking for a Learning and Development specialist who is also a Senior HC Business Partner / HC Manager. The ideal candidate must also have previous experience of managing a team of Human Capital professionals and have worked in the Consulting industry.
As a Business Partner : They will be a trusted advisor, they will assess and anticipate HC-related needs, and through collaborative partnerships across the organisation deliver value-added service to management and employees that reflect the business objectives of the organisation.
The HC Business Partner will interpret HC policies and employment legislation, advise on risk management, and coach and support managers in handling people management, industrial relations and change processes.
They will identify and promote new ways of working and empowering approaches to people management in support of delivering on the business and HC strategy.
Participate and contribute to a culture that builds rewarding relationships, facilitates feedback and provides exceptional customer service as well as that guides and directs best practice of continuous learning, improvement and cohesiveness.
Act as a change agent by providing support to implement changes within the business. Collaborate with the Leaders and Teams to influence the execution of Employment Equity plans and monitor the progress of the plan through talent management and recruitment practices.
Manage a team of Human Capital professionals. As a Learning and Development specialist : They will have the opportunity to develop, manage and execute the learning and development plan to meet current and future organisational needs in line with strategic objectives and policies, National Skills Development agenda as well as the Transformation agenda.
The individual must have a proven track record of establishing capability frameworks and processes for learning. The Learning and development specialist is responsible for the creation and delivery of bespoke training programs.
Designed with leadership, management, business, and personal progression and best practice in mind, the intention is to expand on the talents and skills across all employees at all levels within an organisation.
Knowledge of the company, its clients and business strategy are all key, as these will be taken into consideration when establishing the training and performance programs.
The role of the learning and development specialist is to fundamentally assist in the organisation’s success, by coaching and developing its people.
Key Responsibilities and / or output areas include, but are not limited to : As HC Business Partner Building trusted relationships with senior stakeholders and leaders in the business Providing strategic and day-to-day leadership to drive the delivery of the business’ HC plans Consult with line management and provide daily HC guidance Resolve complex employee relations issues and address grievances Work closely with management and employees to improve work relationships, build morale and increase productivity and retention Provide HC policy guidance Monitor and report on workforce and succession planning Talent Management including, performance management and succession planning Using experience, skills and knowledge of the HC industry to make an impact in key areas such as change management, organisational design, employee engagement and talent analytics Coaching and mentoring of HC team members Supporting line managers across the business on organisational structure and design Effectively and accurately perform and control HR administrative functions as well as adhere to payroll and employee benefits processes in line with agreed quality standards and timelines Deliver HC solutions as a member of the HC team whilst integrating and sharing best practices.
Keep abreast of trends, legislation aimed at managing organisational change, engaging employees, increase organisational effectiveness and best practices within the HR industry to optimise service delivery.
Employee Well-Being Employment Equity and Cultural Diversity Performance Management Remuneration and Incentive Management As Learning and Development professional Develop and manage implementation of the learning and development plan in line with the organisational strategy to meet current and future business needs Contribute strategically to the Human Resources Management team Manage implementation of learning programmes and interventions in line with the group policies and legislative requirements to support the talent and succession process To manage the Training Operations function and ensure that all training logistics, data management and administration are performed for the smooth operation of the business.
Develop, complete and submit the WSP / ATR in compliance with legislative and organisational requirements Optimise recovery of skills development grants and rebates in line with the skills development agenda Implement and drive the achievement of skills development targets for transformation.
Manage the internships & workback agreements Acting as the go to within the business for anyone with questions or queries regarding training and development plans Help managers develop their team members through career pathing Evaluate individual and organisational development needs Acting as the go-to within the business for anyone with questions or queries regarding training and development plans Interact with and service the requirements of the various areas of the business congenially, smoothly and efficiently Implement various learning methods companywide (e.
g. coaching, tutorial sessions, job-shadowing, and online training) Design and deliver e-learning courses, workshops and other training Assess the success of development plans and help employees make the most of learning opportunities Having an awareness of the allocated budget and an ability to find solutions to implement the required training Ensure that all training logistics, data management, conferencing and administration are carried out efficiently and accurately Source and manage service providers while balancing quality, cost and efficiency Informal and formal management reporting Education Matric Degree in Human Resource or a related field from an accredited institution (e.
g. industrial psychology) Honours Degree in Human Resources or related field would be advantageous Working knowledge of labour relations legislation, including but not limited to BCEA, LRA, EEA, Skills Development Act Experience and Skills The HC business partner will need to be a generalist, with a good understanding of the many different responsibilities of the function (e.
g. Performance management, reward, Talent / succession management, compensation & benefits) and have expert skills & experience regarding the Learning and Development function.
Minimum of 8 10 ten years of human capital experience (HR BP & L&D), of which three years are management experience directly managing a team.
Ability to work well under pressure and manage a team effectively. HC metrics - Demonstrable experience with HC metrics Employee Relations - Thorough knowledge of labour law Knowledge of HC Systems and databases including LMS systems.
An excellent communicator and the ability to engage with business and stakeholders Resilient and tenacious in a fast-paced and ever-changing environment Ability to manage and resolve problems and conflict constructively Proactive, innovative, passionate, committed, self-motivated, driven and trustworthy Extensive learning and development change management and organisational effectiveness experience.
Current knowledge of effective learning and development methods Familiarity with e-learning platforms and practices Designing and supplying a variety of training styles Building relationships with external suppliers Experience in project management and budgeting Confident in both written and spoken communication with the ability to present to large audiences Learning and development theories and principles Skills development legislation Must be willing to work additional hours as required from time to time