Job Description
- Skills Development Planning and Compliance.
- Manage and implement Workplace Skills Plans (WSP) and Annual Training Reports (ATR).
- Ensure compliance with the Skills Development Act and SETA requirements.
- Compile and submit WSP-ATR reports on behalf of clients.
- Analyse organisational training needs and workforce development requirements.
- Maintain and update employee training records and skills profiles.
- Monitor grant eligibility and assist clients with Mandatory Grant recovery.
- Ensure compliance with SETA deadlines and submission requirements.
Duties and Responsibilities:
SETA and Stakeholder Liaison
- Act as the primary liaison between clients and relevant SETAs.
- Submit reports, respond to SETA queries, and resolve compliance issues.
- Assist with discretionary grant applications where required.
- Maintain relationships with training providers and SETA representatives.
Training Coordination and Implementation
Coordinate training interventions
- Monitor implementation of approved training plans.
- Track learner progress and training outcomes.
- Ensure training records and supporting documentation are accurate and complete.
- Assist with training scheduling and logistics where required.
Employment Equity Support
- Assist clients with Employment Equity compliance and reporting.
- Support preparation of Employment Equity submissions (EEA12 & EEA13 & EEA2 and EEA4).
- Assist with workforce analysis and Employment Equity planning.
- Support development of Employment Equity Plans and reporting documentation.
Client Relationship Management
- Provide ongoing support and advisory services to clients.
- Guide clients on legislative compliance and best practices.
- Ensure high levels of service delivery and client satisfaction.
- Conduct client meetings and provide progress updates.
Administration and Reporting
- Maintain accurate client files and compliance documentation.
- Prepare reports and progress updates for clients.
- Ensure all portfolio of evidence (POE) documents are complete and compliant.
- Maintain internal tracking systems and databases.
How to Apply
Click the green “Go Apply” button below to apply directly online with the employer.
About Human Resource Jobs in Western Cape
The Human Resource (HR) field in the Western Cape, South Africa is generally a growing industry, with a high demand for professionals who can manage and develop talent within organisations. Typically, HR roles are found in various sectors, including technology, financial services, manufacturing, and healthcare.
In terms of salary expectations, it’s common to find HR professionals earning between R500 000 to R1 million per annum, although this range can vary greatly depending on factors such as experience, company size, industry sector, and specific job requirements. For instance, senior HR managers or those in corporate roles may earn at the higher end of this spectrum, while entry-level HR assistants may start around the lower end.
Common skills for HR professionals include strong communication and interpersonal skills, ability to build relationships with employees and management, knowledge of employment laws and labour regulations, proficiency in HR software such as SAP or Workday, analytical and problem-solving skills, and a solid understanding of organisational development principles. Other relevant skills often include project management, conflict resolution, coaching and training, and data analysis.
The Western Cape is home to various industries that commonly employ HR professionals, including the technology industry, where companies like Google and Microsoft have a significant presence. Financial services sector companies, such as banks and insurance providers, also require skilled HR staff to manage employee relations and talent development. Additionally, manufacturing sector companies, particularly in the automotive or pharmaceutical industries, often need HR specialists to oversee labour practices and ensure compliance with regulations.
Career progression for HR professionals is generally positive, with opportunities for growth into senior roles such as director of human resources or organisational development manager. Many HR practitioners also pursue advanced degrees, such as a Master’s in Business Administration (MBA) or a Postgraduate Diploma in Human Resources Management, to further develop their skills and advance their careers.
This information provides general career guidance. Actual salaries and requirements vary by employer.
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