HR Consultant: Learning and Development

Title

HR Consultant: Learning and Development

• Partner with the HCBPs to execute on the Learning and Development Strategy.
• Partner with the business and contribute towards the annual training plan with the following in mind:Plan to provide staff with the necessary skills to meet their objectives,Plan for the opportunity to develop maximum potential
• Compilation of the Workplace Training Plan (WSP) for submission
• Compilation of the Annual Training Plan (ATR)
• Drive learning interventions for the business like Learnerships (18.1 and 18.2)
• Manage Graduate Program for the business
• Updating and monitoring of the BBBEE tool and contribution on Human Resources BBBEE code
• Plan and conduct the training needs analysis of the organisation by continuous liaison with the Managers of the various divisions
• Meet the identified training needs by sourcing relevant training interventions from accredited and reputable external Training Providers
• Conduct annual skills gap analysis, make recommendations to Netstar EXCO regarding training and development interventions to ensure staff is equipped with the necessary skills
• Implement Mentorship and Coaching programs for the organization.
• Continuous personal development,SAQA Accredited Learning Programs,Non-accredited In-house training programs
• Manage SLAs with all training providers
• Manager training budget and report on these on a monthly basis
• Plan, execute, maintain and control the activities of the training function to meet organisational goals as per the training process
• Constantly evaluate the credibility of the external Training Providers by visiting the training venues and reviewing the learning and assessment documents
• Liaise with the Sector Education and Training Authorities rand QCTO regarding the implementation and management of learnerships/apprenticeship/skills programmes, managing and mentoring learnerships
• Investigate, administer and develop various training interventions for the education, training and development of employees

COMMUNICATIONS & WORKING RELATIONSHIPS:

Internal:

• HCBPs and CoEs
• Heads of Operations and Business Units
• Group Executive HC
• Group Heads HC
• All stakeholders within the operation

Reasons for Interaction:

• Ensure the effectiveness of the HC Operation
• Develop and manage relevant HC Operations initiatives
• Provide advice to line management
• Provide input to group relating to HC
• Collaborate across Human Capital function

External:

• MICTSETA, QCTO
• SAQA,
• Service Providers
• Consultants and Service Providers
• Relevant Government Entities

Reasons for Interaction:

• Negotiate and approve terms and conditions
• Manage service delivery
• Ensure fulfilment of HR statutory obligations

QUALIFICATIONS, EXPERIENCE, & SKILLS:

Educational Qualifications:

• Bachelor’s Degree in Human Resources or any relevant degree– Honours degree preferred, Accreditation as the SDF will be an added advantage

Professional Qualifications

• Professional membership in HR association (preferred)

Years of Experience

• 3 years of progressive, professional experience with an emphasis in HR Generalist and Business Partnering
• Minimum of 3 Years in a Learning and Development environment

Other requirements

• Demonstrated skills, knowledge and experience in leading a HC function.
• Strong practical knowledge of all areas of HC: change management, organisational development, employee relations, transformation, BBBEE, talent and performance management, learning and development, rewards and benefits, payroll, talent acquisition, workforce planning, HC analysis, employee retention and engagement.
• Detail orientation, proven organisational skills and high degree of accuracy.
• Ability to maintain supreme levels of ethical behaviour and confidentiality.
• Strong working knowledge of local labour legislation.
• Strong oral and written communications skills.
• Strong analytical and problem solving skills.
• Critical thinking and decision making skills.
• Excellent negotiation skills.
• Experience in partnering with senior managers and the HC team to produce long term strategies around Human Capital.
• Solid knowledge of reward, payroll and HC systems and workflow
• Solid understanding of employee engagement that is beyond the theoretical, and can demonstrate it with practical examples of how to improve it in the workplace.
• Excellent prioritisation skills.
• Finger on the pulse of up and coming trends in relation to Human Capital.
• Strong influencing and conflict resolution skills.
• Results oriented.
• Ability to work independently and within teams.
• Strong leadership skills.
• Ability to initiate/manage cross functional teams and multi-disciplinary projects
• Ability to identify opportunities for improvement.
• Ability to impart and share knowledge and skills.
• Ability to work in a fast paced environment and under pressure.

Behavioural Competencies               

The incumbent is required to have demonstrated the following competencies:

• Inspirational leadership.  Motivate and inspire team to work towards common goals.  Proactively seek feedback and coaching to drive personal development.  Develop capabilities of others and nurture future talent.  Acts consistently with honesty and integrity and in accordance with the standards for right conduct.

• Business Acumen (Commercial mindset).  Actively develop short and long-term strategy/ies.  Demonstrate commercial and financial expertise. Uses a methodical problem-solving approach as a foundation for effective decision making taking into account importance, urgency and risk.

• Delivery: Translates business objectives into practical, prioritised and organised action plans; ensures plans are quickly and successfully implemented. Makes effective use of resources when executing; ensures processes are in place to achieve outcomes aligned to operational excellence standards.

• Leading & Managing Change:  Generates and implements new and innovative ideas/approaches to improve business outcomes. Embraces, leads and manages change, providing guidance and support during implementation.

• Teaming:  Communicates ideas, information and business objectives effectively and persuasively, resulting in desired actions/outcomes.  Promotes, collaboration information sharing and learning within and across team members boundaries. Focuses on ensuring stakeholder satisfaction by building mutually beneficial relationships with stakeholders. 

Education

Languages