Learning and Development Administrator

Jurumani Solutions is a fast-growing company with a related fast-growing employee base. In addition, the Company is maturing and enhancing our Employee Value Proposition, with a stronger focus on quality-of-service delivery to clients and stakeholders. The Human Resources team provides support to the business (and to our clients where relevant) with regards to employment relations, payroll functions, policy guidance, talent and performance management, career development, training, employee wellbeing and compliance reporting/management. The role of a Learning & Development Administrator is pivotal throughout the employee life-cycle to ensure business success Jurumani’s strategic business imperatives.

The key drivers within the HR sphere is stakeholder satisfaction (employee, management and client), retention of top talent (talent management and growth), compliance and governance with regards to policies and procedures in line with legislation, and continuous enhancement of the Employee value Proposition to place emphasis on the values of Jurumani Solutions which differentiates us as an employer of choice.

The L&D Administrator will excel at identifying the current and future skills requirements of the business and create flexible learning interventions to meet the diverse needs of both our clients and workforce.

The L&D Administrator will be the first point of contact for employees and Clients for Training, Learning & Development matters. The L&D Administrator will plan, develop, implement, and support training programs for employees in coordination with the Human Resources department and department heads. The L&D Officer will review performance management outcomes to assist in determining learning and development needs to develop customized training material addressing specific needs.

**Role responsibilities and key focus areas**:
**Strategy, Insights and Solutions**
- Setting strategic priorities for the Learning & Development function, that impact the Skills Development element of the BBBEE scorecard.
- Partner with the Executive & Management Team to provide strategic and operational guidance on the implementation of B-BBEE and Learning.
- Identify skills gaps within the business for the strategy of skills and performance improvement.
- Ensure alignment of L & D initiatives to Seta sector skills plans to maximize grant funding opportunities.
- Monitor and evaluate training programme effectiveness ROI.
- Formal and informal management reporting focusing on ROI.

**Internal Process**
- Successfully submit the EE Report for the organization aligned to the EE Plan.
- Ensure that budget and forecasting align with the goal for achievement in terms of B-BBEE.
- Manage and maintain B-BBEE systems to optimize and track points.
- Manage all Audit requirements for internal and external requirements.
- Track skills for the organization to build a skills matrix.
- Reporting on L&D metrics.
- Oversee the needs analysis for the business in accordance with business objectives and in collaboration with the HR team compile a Workplace Skills Plan (WSP) that addresses the needs of the business in line with frameworks and standards.
- Develop, complete, and submit the WSP / ATR in compliance with legislative and organizational requirements
- Advice and assistance related to legislative matters e.g. Employment Equity - skills development planning, affirmative action, BEE and SETA requirements
- Develop and recommend the budget to reach training objectives all within approved plans.
- Provide authoritative, expertise and advice to clients and stakeholders.
- Build and maintain relationships with clients and internal and external stakeholders.
- Deliver on service level agreements made with clients and internal and external stakeholders to ensure that client expectations are managed.
- Participate and contribute to a culture which builds rewarding relationships, facilitates feedback and provides exceptional client service.

**Learning and Capability Development**
- Have a solid understanding of training and development trends and technology.
- Identifying learning & development initiatives based on current and future business needs.
- Develop and manage the implementation of the skills development plan in line with the business strategy.

**Delivering Learning and Development Solutions**
- Manage the end-to-end delivery of Learnership opportunities both internally and externally that will lead to high-quality absorption.
- Build talent pipelines for the business for new market entrants through the Learnership and Y.E.S programmes.
- Evaluation of training providers, learning outcomes and the mode of training delivery against SETA requirements.
- Familiar with traditional and modern training methods e.g. mentoring, coaching, on-the-job or classroom training, e-learning, workshops, simulations etc.

**Supplier Management**
- Develops and maintains effective working relationships with suppliers for learning events/programmes