L&D Administrator Human Resources Accountable for operation of own work area or as a member of a team, as well as for quality, standards and outputs within defined work routines and policies. Job Purpose This role will support the organisation’s learning and development efforts by coordinating and facilitating training programs, assessing training needs, and implementing initiatives to enhance employee knowledge, skills, and performance. Also, conduct skills gap assessments and assist with designing and developing relevant learning interventions to effectively manage identified skills gaps. The primary goal is to contribute to the growth and development of employees, ultimately leading to improved individual and organisational performance. The Learning and Development Administrator plays a crucial role in identifying training gaps, designing effective learning interventions, and ensuring the smooth execution and evaluation of training programs. By aligning training initiatives with organisational goals and employee development needs, they contribute to building a skilled and engaged workforce. Key Accountabilities and Outputs Learning and Development Administration Conduct thorough Training Needs Analysis. Assist in all Learning & Development coordination and monthly reporting. Support the design of Learning & Development solutions and assessment instruments. Deliver Learning & Development programs and assessments. Contribute to Learning & Development recognition initiatives. Assist in managing Skills Development activities. Support the compilation of B-BBEE Skills Development monthly inputs and reports. Assist in compiling the Workplace Skills Plan and Annual Training Report. Liaise with external training providers and manage vendor relationships. Manage Learnerships effectively. Coordinate onboarding processes for new employees. General Operational and Financial Management Actively participate in operational planning and budgeting processes Drive continuous improvement through streamlining and optimising relevant operational practices, processes and systems Ensure adherence to operational and financial frameworks of practices, processes, standards and controls Control cost and take the necessary action to mitigate any financial risks or non-compliance Qualifications and Experience 3 year bachelor’s degree in human resources, Training and Development, Organisational Psychology, or a related field is typically preferred. Skills Development Facilitator (SDF) – essential Up to 3 years’ experience in learning and development roles is highly desirable. This may include experience coordinating training programs, designing training materials, facilitating training sessions, and evaluating training effectiveness. Effective written and verbal communication skills MS Office (Intermediate), Sage People and SAP Key Qualities Communication Detailed technical explanation of products, services or systems to internal or external customers or clients Problem Solving Proactive identification of functional problems related to a specific process or policy, determine cause and impact, and choose the best alternative to solve the problem based on guidelines provided and an understanding of the theory or practices underpinning the problem. Relationships Maintained Groups of individuals at a senior management level inside the organisation Time Management The ability to manage multiple tasks, prioritise responsibilities, and meet deadlines is essential Attention to detail Paying attention to detail is important when developing training materials, coordinating, and managing data. Behavioural Competencies Conflict Management Ability to openly addresses conflicts as they arise to ensure maintenance of strong relationships Considers relevant information when resolving conflict. Demonstrates an understanding of all parties view-points. Takes a calm and objective approach when resolving conflict. Proposes suggestions which promote resolution to conflicts. Verbal Communication Able to communicate verbally in a logical manner. Takes the intended audience into account when communicating verbal information. Makes use of appropriate business language in verbal communication. Includes all relevant information in verbal arguments. Demonstrates proficiency of language in verbal communication. Interprets complex information to expresses own viewpoint in verbal communication. Concludes verbal arguments by making reference to relevant facts Knowledge of Business Follows systematic, multi-source learning regiment designed to educate oneself quickly: keeps oneself current Describes the important impacts that one has on the success of one’s functional area and on company results; demonstrates a knowledge of the customers busines Uses business understanding to make sound decisions and influence the decisions of others Customer Relations Asks questions to identify customer needs or expectations Follows through and meets personal commitments to others on time Takes responsibilities seriously and consistently meets the clients’ expectations for quality, service, and professionalism. Continuously monitors d
