The purpose of the role is to oversee employee development and talent management for the Africa Zone (South Africa, Zambia, Botswana, Mozambique and Swaziland) focusing on the following fields: Industrial, Logistics, Finance, Sales, Marketing, and Information Technology.

Effectively manage learning and development by conducting skills audits in collaboration with stakeholders, planning for training, rollout of planned interventions, monitor effectiveness of implemented interventions and reporting to all stakeholders (internal and external).

Work in collaboration with external stakeholders to align with National and International learning and development objectives.

Required Skills and Qualification

• Degree in Food Science/ Technology/ Human Resource Management (with Employee development as a Major Subject)/ relevant qualification.
• Suitable ODETDP Qualification. (minimum level NQF 5)
• At least 5 Years’ experience in FMCG Food and Beverages Operations in a Senior Management role in a Learning and Development capacity.
• Must have experience at Head Office level or Multi manufacturing sites
• A suitable qualification in Management / Supervision and a Certificate in Organisational Development would be advantageous
• Strong technical / practical abilities in the Manufacturing and Technical field, as well as strong analytical and numerical skills is an essential part of this role
• Fluent in English (Written as well as Verbal communication)
• Proficient on the Microsoft Office suite –Advanced skills on Microsoft Excel essential
• Regular travel will be a part of the role

Duties and Responsibilities

Talent Management
• Execute functional talent management in selected areas in line with business needs.
• Development and implementation of development plans and succession plans for identified individuals and functions

Employee Development
• Establish development needs in line with business priorities for all departments
• Effectively budget, plan and implement employee development initiatives as agreed with internal stakeholders.
• Implement projects in line with external stakeholder requirements and involvement.
• Monitor effectiveness of implemented training initiatives where possible
• Involvement in special projects, driving the employee development agenda of the Company

Talent pipeline development
• Establish and maintain the pipeline of young talent into the business. This includes Graduate Development, Apprentice and Learner Development initiatives.
• Effectively drive the focus of these initiatives to ensure sustained business support.

Stakeholder Management
• Regularly provide feedback and support to all stakeholders (internal and external). Work with stakeholders to determine the best and

Only short-listed candidates will be contacted