Job Description

The Learning & Development and Performance Management Specialist is accountable to the Unit Head: Human Resources of the Coega Development Corporation (CDC).



MANDATE

The Learning & Development and Performance Management Specialist is mandated by the Executive Manager: Corporate Services to provide support to the Human Resources Management Unit to ensure that it delivers on its mandate and meets its organizational objectives.



DESCRIPTION

RESPONSIBILITIES AND OBLIGATIONS

The primary responsibility of the Learning & Development and Performance Management Specialist is designing, implementing, and managing comprehensive learning and development programs to support the professional growth and skill enhancement of the employees.

Learning and Development

Conduct thorough needs assessments to identify knowledge and skill gaps within the organization; Collaborate with HR partners, department managers, and employees to gather feedback and insights on training requirements; Analyze performance data and trends to determine the most critical areas for learning and development interventions; Design and develop comprehensive learning and development programs aligned with organizational goals and employee development needs; Create engaging and interactive training materials, including presentations, e-learning modules, job aids, and other relevant resources; Utilize a variety of instructional techniques and formats, such as classroom training, workshops, webinars, and online learning platforms; Deliver training programs effectively, facilitating group discussions, activities, and exercises and ensuring clear communication, participant engagement, and knowledge retention; Incorporate blended learning strategies, combining in-person and virtual training, to accommodate diverse learning preferences and enhance flexibility; Collaborate with subject matter experts to deliver specialized technical or skill-specific training sessions; Establish evaluation frameworks and metrics to assess the effectiveness and impact of training programs; Collect feedback from participants and stakeholders to continuously improve the quality and relevance of learning initiatives; Monitor and analyse training evaluation data, identifying trends and areas for improvement; Oversee the administration and maintenance of the organization's learning management system; Upload and manage training content, track employee progress, and generate reports on training metrics; Stay updated with emerging trends and technologies in learning and development, recommending enhancements to the LMS as needed; Implement DEI-focused learning programs to raise awareness, address biases, and create an inclusive learning environment; Monitor the effectiveness of DEI training and ensure that it is continuously updated to reflect current societal issues and best practices; Collaborate with HR partners, department heads, and business leaders to understand business objectives and align learning initiatives with organizational goals; Develop structured learning pathways to guide employees on the skills and competencies required to progress within their careers and roles; Integrate learning programs with career progression plans, ensuring that employees understand the skills needed for advancement within the organization; Develop programs that facilitate knowledge transfer from senior leaders to new or less experienced employees; Work closely with external vendors, consultants, and trainers to coordinate and deliver specialized training programs; Foster strong relationships with internal stakeholders to ensure effective communication and coordination of learning and development initiatives.

Performance Management

Design, develop and improve focused performance frameworks and talent development around each unit of the organization with emphasis on all functional areas; Making recommendations regarding processes and best Performance enhancement practices; Contribute to the establishment of healthy vertical and horizontal business processes that ensure efficient and effective client delivery within set expectations and agreed performance standards; Identify, develop, implement and manage other performance incentives other than the annual bonus system; Detect and monitor under-performance in all levels of the organization and individuals, and provide the necessary leadership for corrective actions; Create a structured process for managing under-performance, including identifying root causes, developing performance improvement plans (PIPs), and providing support and accountability; Develop a system to track and monitor progress on PEPs or PIPs, ensuring timely interventions and follow-ups; Develop capacity through targeted training interventions to enhance performance and understanding of the principle and application of accountability; Focus on objective setting, planning, monitoring, evaluating and reporting on Organisational, BU, Functional Area and Individual performance at more regular intervals; Reward exceptional performance through integration to the organizations' reward and recognition programme and align Total reward strategy with Talent and succession strategy; Identify areas of improvement as a mechanism for continued learning and development; and contribute towards the continuous alignment of company Talent and Succession Management Practices. Provide input into central company capacity planning framework and process and provide input into the development of the Employee Value Proposition and Employee Segmentation model; Applying metrics and analytics through Dashboard focus to better manage talent and improve organizational performance; Use performance analytics and dashboards to track key performance indicators (KPIs), identify trends, and make data-driven decisions about talent management and organizational development; Ensure that performance data is used for proactive decision-making, helping to identify top performers, areas for development, and potential gaps in skills; Provide central repository functions for all performance-related information and matters of the organization, liaising with all the relevant BU's; Codify process of identifying and deciding on areas of priority attention for the reporting period by the organization; Codify guidelines or practice notes on holding people accountable on Talent and performance management; Ensure proper training on those areas that reflect weaknesses; Provide training for managers and employees on giving constructive, unbiased feedback and how to handle performance discussions ethically; Establish systems of collection of performance data, analysis, interpretation and conveying performance information to the specific individuals responsible for performance and the accountable parties; Ensure integrity of the performance data; Ensure ethical practices in performance management, such as confidentiality, transparency, and fairness in evaluations.

Furthermore, you are to ensure that:


You are aware of and have access to the CDC's SHEMS; You are aware of your responsibilities and duties as laid out in the CDC's SHEMS; You are aware that you work in a safe and environmentally friendly manner; You ensure that the company's housekeeping standards are maintained throughout your area of responsibility; You report any unsafe conditions or acts which you cannot rectify yourself to your SHE representative or to the Senior SHE Project Manager as soon as possible; You report all SHE incidents which occur within your area of responsibility promptly and in the correct format; You are totally familiar with your responsibilities in terms of the CDC's emergency plan; You communicate to the Senior SHE Project Manager any required changes to the SHEMS prior to implementing these changes; You timeously complete and correctly record any corrective action which needs to be taken in order to rectify a SHE matter; You give full co-operation to, and participate in (as required), the CDC's internal and external SHEMS audits.

You have the authority to:


Immediately stop any person(s) on CDC property from committing an unsafe or destructive act or omission; Take whatever immediate steps you deem necessary to prevent injury or environmental damage when confronted with an unsafe or destructive condition.

MINIMUM REQUIREMENTS

Must possess a Bachelor's Degree / Diploma in Industrial Psychology or Human Resources Management/ NQF Level 7 or equivalent; Post Graduate qualification in HR or Industrial Psychology will be an added advantage; Minimum 5 years working experience in Learning & Development and Performance Management in a corporate environment; Professional certifications in Learning and Development, such as CIPD levels 5 and 7 or other recognized diplomas; Familiarity with learning management systems (LMS), e-learning platforms and performance management systems (PMS); Analytical mindset with the ability to interpret data and make data-driven decisions; Strong project management and organizational skills, with the ability to manage multiple initiatives simultaneously. Excellent facilitation and presentation skills, with the ability to engage diverse audiences. Exceptional communication and interpersonal skills, with the ability to build relationships and collaborate effectively with stakeholders at all levels. Proficient with the MS Suite e.g., PowerPoint, Excel, presentation; Excellent attention to detail and ability to work under pressure; Strong administrative skills.

Closing date: 27 February 2025

CDC is an employment equity employer and placement will be in accordance with our Employment Equity Plan.

The appointment of candidates is subject to the verification of all their credentials (employment history, educational, financial, criminal and any other checks as may be necessary). Please note that only shortlisted candidates will be contacted, and if you have not heard from us within one month of submitting your application, please consider it unsuccessful.

CDC reserves the right not to make an appointment to any advertised position. No late applications will be considered.

All applications must be forwarded to

recruitment@coega.co.za

LOCATION: Gqeberha - Head Office


EMPLOYMENT TYPE: PERMANENT


GRADE: C5