Job Description
About the Role
We are seeking an experienced Senior Learning and Development Specialist to lead the design, implementation, and continuous improvement of our organisational learning and capability development strategy. This role is responsible for driving workforce capability, leadership development, compliance training, and operational readiness across the business.
Key Responsibilities
- Lead the development and execution of the organisation’s Learning & Development strategy, ensuring alignment with business objectives and workforce capability needs.
- Manage WSP and Annual Training Report in alignment with relevant SETA requirements, ensuring compliance and maximising available funding opportunities.
- Develop and maintain a company-wide Skills Matrix, tracking competency levels, identifying capability gaps, and informing targeted development interventions across departments.
- Conduct organisational training needs analyses and skills-gap assessments to inform strategic learning initiatives and workforce development planning.
- Design, implement, and oversee comprehensive onboarding and induction programmes to ensure effective integration of new employees.
- Develop and deliver soft skills, product, sales, and operational training programmes that support employee performance and business growth.
- Create and manage cross-functional development programmes that promote internal mobility, succession planning, and capability building across the organisation.
- Design and deliver leadership development programmes for team leaders, supervisors, and emerging managers, focusing on coaching, performance management, communication, and people leadership.
Requirements
- Facilitator and/or Assessor Qualification (ETDP or equivalent preferred)
- 57 years experience in Learning & Development, Training, or Talent Development, with at least 3 years in a senior or strategic L&D role.
- Proven experience managing Workplace Skills Plans (WSP), Annual Training Reports (ATR), and SETA engagement.
Qualifications
- Formal education/certifications not specified.
Salary & Benefits
Salary details not specified.
How to Apply
Click the green “Go Apply” button below to apply directly online with the employer.
About HR & recruitment Jobs in ZA
In the Human Resources (HR) and recruitment sector in South Africa, the general job market trend is typically one of steady growth and demand for skilled professionals. This is due to the increasing need for organisations to manage their workforce effectively, comply with employment legislation, and attract top talent in a competitive job market.
Typically, HR and recruitment professionals in South Africa can expect broad salary ranges, often between R600 000 and R1 200 000 per annum, depending on factors such as experience, company size, industry sector, and level of seniority. It’s essential to note that actual salaries may vary widely, and it’s crucial to research the market rates for specific roles and companies. Experience, qualifications, and industry-specific skills can also impact salary expectations.
Common skills required for HR and recruitment professionals in South Africa include proficiency in HR software and systems, excellent communication and interpersonal skills, analytical and problem-solving abilities, a solid understanding of employment legislation and labour relations, project management skills, and the ability to work independently and as part of a team. Other essential skills may include data analysis, strategic thinking, and digital literacy.
Industry sectors that commonly employ HR and recruitment professionals include financial services sector, technology industry, manufacturing sector, and public sector organisations. These industries often require HR and recruitment specialists who can navigate complex employment laws, manage high-stakes employee relations, and develop innovative recruitment strategies.
For those interested in pursuing a career in HR or recruitment, there are various development opportunities available. Typically, professionals in this field start as assistants or coordinators and progress to more senior roles such as talent acquisition specialists, HR generalists, or recruitment managers. With experience and additional qualifications, they may move into leadership positions or specialise in areas like benefits administration, talent management, or training and development.
This information provides general career guidance. Actual salaries and requirements vary by employer.
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