The Group Training & Development Manager will be responsible for developing and implementing training
programs that align with the Group's strategic goals and objectives. They will work closely with various
business units to identify training needs, design effective learning solutions, and measure the impact of
training initiatives. This role requires strong leadership, communication, and analytical skills to drive
employee development and engagement and support organisational growth.
By designing and implementing strategic training programs, this role will assist in building a skilled andengaged workforce that contributes to the long-term success of the company.

The key responsibilities of the role include the following:
1. Strategic Planning:
Collaborate with senior management to understand organisational goals and objectives. Develop a strategic training plan that supports the company's long-term vision and mission. Compile, submit and manage annual training budgets. Identify key performance indicators (KPI's) to measure the effectiveness of training initiatives. 2. Training Needs Analysis:
Conduct thorough needs assessments to identify skill gaps and training requirements. Gather feedback from employees and managers, to understand training needs. Analyse performance data and trends to prioritise training areas that align with business objectives. 3. Curriculum Development:
Design and identify training programs, courses, and materials based on identified needs. Ensure training content is engaging, relevant, and aligned with organisational objectives. 4. Training Delivery:
Facilitate training sessions for employees. Collaborate with subject matter experts to deliver specialised training content. Utilise technology and e-learning platforms to deliver training to all employees. Identify and collaborate with training institutions such as universities to address tertiary training needs. Evaluate and select external training vendors, consultants, or resources when necessary. Manage vendor relationships and contracts to ensure quality and cost-effectiveness. 5. Evaluation and Feedback:
Develop evaluation methods to assess the impact and effectiveness of training programs. Collect and analyse feedback from participants to identify areas for improvement. Adjust training strategies and content based on evaluation results and feedback. 6. Performance Support for on-the-job training
Develop standards for in-house training manuals and material and assist business units by assessing the training material which they developed. Assist business units by providing on-the-job training facilitators with guidance on effective training methods. Work with managers to ensure training outcomes are integrated into the goal setting processes. 7. Annual Training Report and Workplace Skills Plan
Compile the Annual Training Report and Workplace Skills Plans for the various companies in the group, based on the training activities and skills development initiatives of the Group. These reports provide detailed information on the training interventions undertaken, skills development initiatives planned, and the organisation's compliance with relevant legislation, such as the Skills Development Act. Ensure that the ATR and WSP are submitted to the relevant government bodies or sector education and training authorities (SETA's) within the specified deadline. Continuously monitor the implementation of the WSP throughout the year to track progress, evaluate the effectiveness of training interventions, and adjust as necessary to achieve desired outcomes. 8. Pipeline Planning
Work with department managers to identify critical positions that are vital to the operational success of the Group. This process often includes determining which roles are hard to fill due to skill shortages, high turnover, or essential operational importance. Work with department managers to do succession planning for critical roles. This involves identifying and developing internal candidates with the potential to fill these roles in the future, ensuring leadership continuity and minimising disruptions. Conduct talent mapping exercises to assess current employees' capabilities against the future needs of the Group. This includes identifying potential talent gaps and areas where additional training or new hiring may be required. Develop strategies for employee engagement and retention thereby reducing turnover and the associated costs of rehiring and retraining. 9. Management of the Induction Program
Assist with redesigning and implementing an updated version of the induction program in collaboration with the HR Business Partners and Marketing department. Scheduling the induction sessions, ensuring that new employees are introduced to the company at a pace and in a manner that is conducive to learning and ensure that all new employees complete the induction program within a given timeframe. Responsible for working with facilitators to ensure that induction materials are always up to date. Gather feedback from new employees to assess the effectiveness of the induction process to improve the process further.
REQUIREMENTS:
Degree in Human Resources Management, Business, or related field. An Honours degree is preferred. 3 - 5 Year’s work experience in a similar role. Proven experience in designing and implementing training programs in a corporate environment. Key Skills:
Strong understanding of adult learning principles and training delivery techniques. Excellent communication, presentation, and interpersonal skills. Analytical mindset with the ability to collect and interpret data to measure training effectiveness. Project management skills with the ability to manage multiple initiatives simultaneously. Ability to maintain confidentiality and exercise discretion. Experience in designing and implementing training programs in a corporate environment. Excellent analytical skills. Good planning, organizational and time management skills. Strong leadership qualities. Excellent communication as well as language skills. Ability to adapt in a rapidly changing environment