Training and Talent Manager - Kempton Park

Job Purpose

As a Training and Development Manager in the Human Resources (HR) department, you will be responsible for designing, implementing, and managing comprehensive learning and development programs to support the professional growth and skill enhancement of our employees. Your role will involve collaborating with various stakeholders, assessing training needs, developing effective training strategies, and evaluating the effectiveness of learning initiatives. The ideal candidate will possess strong leadership skills, exceptional communication abilities, and a proven track record in design.

Minimum Requirements

• 5-10 years proven experience as a Training and Development Manager or similar role, preferably within the Technical environment, and HR department.
• Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or a related field.
• Professional certifications in Training and Development, such as CIPD, NQF levels 5 and 7, or other recognized diplomas.

Responsibilities

Training Needs Assessment:
• Conduct thorough needs assessments to identify knowledge and skill gaps within the organization.
• Collaborate with HR partners, Technical Departments, Head of Department, Managers, and employees to gather feedback and insights on training requirements.
• Analyze performance data and trends to determine the most critical areas for learning and development interventions.

Talent Management:
• Assessing Organizational Needs, Identify Critical Roles, Analyze Talent Gaps by evaluating the existing workforce to determine skills, experience, and leadership gaps that may impact future business operations.
• Identify High-Potential Employees, Use performance reviews, assessments, and feedback to identify employees with the potential to fill future leadership and critical roles.
• Create tailored development plans for high-potential employees, focusing on the skills and competencies required for succession.
• Pair emerging talent with experienced leaders to transfer knowledge and expertise.
• Develop clear and structured plans for transitioning individuals into key roles when needed.

Collaboration with HR and Leadership
• Collaborate to align succession plans with broader workforce planning, recruitment strategies, and training initiatives.
• Ensure senior leaders are involved in identifying, mentoring, and supporting potential successors.

Traditional Training Program Design and Development:
• Design and develop comprehensive learning and development programs aligned with organizational goals and employee development needs.
• Create engaging and interactive training materials, including presentations, job aids, and other relevant resources.
• Utilize a variety of instructional techniques and formats, such as classroom training, workshops, webinars, and online learning platforms.

Digital & Technical Training Program Development:
• Identify organizational training needs and align them with business objectives.
• Develop and manage a comprehensive library of digital training programs, including e-learning modules, webinars, and blended learning options.
• Collaborate with subject matter experts (SMEs) to create customized content tailored to various departments and roles.
• Ensure all digital training programs are accessible, engaging, and designed using modern instructional design principles.

Training Delivery and Facilitation:
• Deliver training programs effectively, ensuring clear communication, participant engagement, and knowledge retention.
• Conduct in-person and virtual training sessions, facilitating group discussions, activities, and exercises.
• Collaborate with subject matter experts to deliver specialized technical or skill-specific training sessions.

Learning Evaluation and Feedback:
• Establish evaluation frameworks and metrics to assess the effectiveness and impact of training programs.
• Collect feedback from participants and stakeholders to continuously improve the quality and relevance of learning initiatives.
• Monitor and analyze training evaluation data, identifying trends and areas for improvement.

Learning Management System (LMS) Administration:
• Oversee the administration and maintenance of the organization’s learning management system.
• Upload and manage training content, track employee progress, and generate reports on training metrics.
• Stay updated with emerging trends and technologies in learning and development, recommending enhancements to the LMS as needed.

Collaboration and Stakeholder Management:
• Collaborate with HR partners, department heads, and business leaders to understand business objectives and align learning initiatives with organizational goals.
• Work closely with external vendors, consultants, and trainers to coordinate and deliver specialized training programs.
• Foster strong relationships with internal stakeholders to ensure effective communication and coordination of learning and development initiatives.

Customer training:
• Develop, implement, and monitor internal and customer technical training programs within the company.
• Develop testing and evaluation procedures.
• Develop eLearning modules for employees and customer re-certification;
• Setup and maintenance of Schauenburg training centres for theory and practical training.
• Evaluate needs of company and plan training programs accordingly;
• On site visits to relevant mines to compare employee’s quality of work to what they have been trained to do;
• Evaluate training Facilitators performance and the effectiveness of training programs;

Reporting
• Updating relevant Head of Departments on training progress in their specific areas
• Create comprehensive reports detailing training outcomes, ROI, and areas for improvement.
• Maintain accurate records of all training activities, employee progress, and compliance-related training.
• Present training results and recommendations to senior management on a regular basis.

Monthly & Annual training reports
• WSP & ATR Reporting
• BEE Reporting
• SDL
• Employment Equity Reporting (Skills section)
• Skills Analysis
• Talent Management development
• Candidate assessment (Skills shortage)

Personal Skills / Attributes

• Strong knowledge of digital learning principles, instructional design methodologies, and training evaluation techniques.
• Familiarity with learning management systems (LMS) and e-learning platforms.
• Excellent facilitation and presentation skills, with the ability to engage diverse audiences.
• Exceptional communication and interpersonal skills, with the ability to build relationships and collaborate effectively with stakeholders at all levels.
• Strong project management and organizational skills, with the ability to manage multiple initiatives simultaneously.
• Analytical mindset with the ability to interpret data and make data-driven decisions.
• Proactive and self-motivated, with the ability to work independently and in a team environment.

All applicants who meet the minimum requirements and wish to apply should do so on or before 28th of January 2025 at 12:00.

Please note our shortlisting period is one-two weeks. If you don't hear anything from us, consider your application unsuccessful.