Skills Development Facilitator

Purpose

Responsible for the management, coordination, and implementation of the organisation's skills development and learning & development plans. This includes ensuring legislative compliance, effective grant submissions to SETA, submission of WSP and ATR. Designing and implementing learning initiatives that align with the Learning & Development (L&D) strategy. Promote a culture of continuous learning and development across the organisation and support overall business objectives.

Minimum Qualification

• 3-year Degree or National Diploma in Human Resources Management or HR related qualifications
• Registered Skills Development Facilitator
• Valid Driver's License
• Proficiency in Microsoft Office (Excel, Power Point and Word)

Minimum Experience

• A proven track record in working with SETA and submission of WSP/ATR's
• In-depth knowledge of SETA processes, Skills Development Act, and BBBEE codes
• 3 – 5 years' experience in managing and submitting Grants applications to SETA (preferably MERSETA)
• L&D Plan Development & Implementation
• Create the annual training plan for the company as an outcome of the training

Key Responsibilities

Grant Applications and Management

• Submit Grant applications to SETA
• Liaise with SETA, training providers, and internal stakeholders
• Coordinate and monitor learning and development interventions aligned with business needs and industry standards.
• Facilitate learnerships, apprenticeships, internships, and other development programmes.

• Identify skills gap and recommend training need

• Develop and implement sound learning and development procedures and methodologies

• Understanding of BBBEE as it related to Skills Development and reporting requirements

Reporting

• Develop and implement workplace skills plans (WSP) and annual training reports (ATR) in line with SETA requirements.
• Submit Grant reports to SETA
• Design , develop, implement and monitor people development programmes in alignment with organisational talent management and skills retention strategies

• Develop a record keeping system for all learning and development interventions

• Maintain accurate records and reporting for audits and submissions

• Monitor training expenditure against budget and provide variance analysis
• Compile and consolidate Learning and Development month-end reports

Stakeholder Relationship Management

• Laise with SETA and ensure that there are open lines of communications
• Consistently communicate with learning and development service providers to improve efficiencies in programme delivery
• Communicate with Divisional L&D teams to streamline processes

Core Competencies:

• Knowledge of Skills Development Legislation

• Deep understanding of the Skills Development Act, Employment Equity Act, and BBBEE codes.

• Familiarity with SETA requirements and processes.

• Training and Development Expertise

• Ability to design, implement, and evaluate training programmes.

• Experience with learnerships, apprenticeships, internships, and workplace-based learning.

• Strategic Planning

• Competence in developing Workplace Skills Plans (WSP) and Annual Training Reports (ATR).

• Aligning training initiatives with organisational goals and industry standards.

• Stakeholder Engagement

• Strong interpersonal skills to liaise with SETAs, training providers, and internal departments.

• Ability to build relationships and influence across all levels of the organisation.

• Project Management

• Ability to manage multiple training projects simultaneously.

• Skilled in budgeting, scheduling, and reporting.

• Data Management and Reporting

• Proficiency in maintaining accurate training records and preparing reports for audits and compliance.

• Familiarity with learning management systems and data analysis tools.

• Communication Skills

• Excellent written and verbal communication for training delivery, reporting, and stakeholder engagement.

• Ability to present information clearly and professionally.

• Facilitation and Coaching

• Skilled in facilitating workshops and coaching employees for development.

• Ability to adapt facilitation style to different audiences and learning needs.

Behaviour

• Passion for learning and helping others develop professionally
• Adaptability and flexibility in approach to meet diverse learning needs
• Creativity and innovation in designing effective learning solutions
• Strong commitment to continuous personal and professional development
• Proactive approach to problem-solving and process improvement
• Professional integrity and confidentiality in handling sensitive information
• Collaborative mindset with strong stakeholder engagement abilities
• Results-oriented approach with attention to detail and accuracy
• Cultural sensitivity and inclusivity in training program design