Transformation Specialist

**Location**: Bryanston
**Qualification**: National Diploma or Bachelor’s Degree in Human Resources or similar

**Experience**:10 - 15 Years’ experience in an HR function with experience related to HR/Transformation
**Closing Date**: 15 March 2024

**Position Summary**
As a Transformation Specialist you will manage, analyze and report on B-BBEE verification and implement as well as realize BBBEE goals, standards, objectives and targets:

- Manage projects within the various pillars of the Scorecard, namely Management Control, Skills Development, Preferential Procurement, Enterprise & Supplier Development and Social Economic Development;
- Training of various BBBEE stakeholders and tracking overall Recognizable B-BBEE spend in the business;
- Responsible for B-BBEE Verification process and mitigate any risks from a Verification standpoint;
- Ensure that company’s B-BBEE objectives are in line with B-BBEE act.
- Establish relationship and liaise with B-BBEE Verification Auditors;
- Establish relationship with DTI, B-BBEE Commission and Department of Labour to keep abreast with the changes;
- Identify and manage risks associated with all verifications conducted;
- Assist with the various PP Tendering processes, in an advisory capacity;
- Department of Mineral Resources reporting and submission on an annual basis.

**A day in the life of a Transformation Specialist**:

- To manage, drive and support all Management Control, Skills Development, PP Verification and Enterprise and Supply development transformational activities of the company in line with legislative requirements and best practice.
- Documentation and Record Keeping and Audits:

- Maintain proper documentation and records related to BBBEE compliance, including data collection forms, certificates, supporting documents, and audit trails.
- Maintain accurate and up-to-date records of skills development activities, including training records, qualifications, and certifications. Prepare documentation and assist in audits conducted by regulatory bodies or external auditors to demonstrate compliance with skills development regulations and requirements.
- Stakeholder Engagement:

- Collaborate with internal and external stakeholders, such as management, employees, auditors, and BBBEE verification agencies, to ensure smooth communication and cooperation throughout the process.
- Work closely with L&D professionals, trainers, HR personnel, and other stakeholders to gather data requirements, understand reporting needs, and provide support in data-related matters. This includes addressing inquiries, providing data insights, and facilitating data-driven decision-making.
- Liaise with internal stakeholders, such as HR, management, and employee forums or committees, to gather input and feedback related to employment equity. Engage with external stakeholders, such as the DEL, during employment equity audits or inspections. Act as a point of contact for employees seeking information or assistance regarding employment equity matters.
- Continuous Improvement:

- Stay updated on BBBEE legislation and regulations and contribute to the development and improvement of internal policies and processes to ensure compliance.
- Continuously review and improve data management processes, systems, and reporting mechanisms to enhance efficiency and accuracy. Stay informed about emerging technologies and industry best practices in skills development data management and recommend relevant improvements to support organizational objectives. Collaborate with relevant stakeholders to streamline data collection, reporting, and analysis procedures.
- Keep abreast of emerging trends, technologies, and best practices in L&D data management. Stay informed about advancements in learning analytics, data visualization, and reporting tools to enhance data coordination and analysis capabilities.
- Employee Listening Champion for the Market

**What will make you successful?**
- National Diploma or Bachelor’s Degree in Human Resources or similar
- 10 - 15 years’ experience in HR function with experience related to HR/Transformation
- “Business acumen”: ability to execute the People Development business strategy within the above the market L&D portfolio of solutions
- “Digital acumen”: ability to leverage the opportunities generated by the digital learning technologies
- Stakeholder Management: HRBPs, Line Managers, Regional Talent CoC colleagues
- Ability to make choices and prioritize resources
- Working under pressure of various and sometime conflicting demands
- Execution and effectiveness capabilities
- Deep knowledge of the L&D strategy and of the Learning and Development methodologies
- Passion for delivery training and coaching sessions
- High level communication, coaching and facilitation skills
- Capacity to “train the trainers” (Content/Subject experts)
- Ability to network with colleagues (trainers) working in different geographical areas
- Passion for delivery trai