Job Description

Company Description

We are a global specialty and branded pharmaceutical company, improving the health of patients across the world through our high quality and affordable medicines. Active at every stage of the value chain, we are uniquely diversi?ed by geography, product and manufacturing capability.

Aspen is a dynamic organisation built on entrepreneurial strength and forward-thinking minds. We attract high performing individuals who are passionate about their career and have a desire to exceed expectations. At aspen, not only do we source for the best talent but we also provide a host of opportunities for continuous development.

The Groupxe2x80x99s key business segments are Manufacturing and Commercial Pharmaceuticals comprising Regional Brands and Sterile Focus Brands. We have approximately 9 100 employees at 69 established officesin over 50 countries and we improve the health of patients in more than 150 countries through our high quality, affordable medicines.

Objective:

Drive, initiate and manage talent mapping, succession planning, and related talent risk activities.Driving best-in-class talent initiatives and programs that align with and drive a high-performance organization.

The learning and development specialist provides ongoing transactional and strategic process support to SA Commercial business, including the warehouse in collaboration with group.

Diversity & Inclusion

Drive the group portfolio within SA Commercial for EE diversity & inclusion, career and succession management processes, with a focus on building skills and talent pipelines and growing high potentials and future leaders to ensure that Aspen is positioned to sustain current and future success.

Employment Equity

Project management of allocated Employment Equity Committee, tracking and monitoring and providing feedback, driving initiatives and implementing activities.

Employment Equity with a focus on building skills, internal and external talent pipelines , and Aspen Pharmacare, through coordination of all Talent Development Reporting requirements, Talent Development Learning Initiatives, vendor management and the overall SD Legislative Landscape.

KEY RESPONSIBILITIES

Implementation of work skills plan (WSP)

• Liaise with and select a service provider in line with BEE requirements to ensure the correct training is conducted and a quality service is provided.
• Ensuring SLAs are compiled, and procurement process is adhered to in order for the provider to be onboarded.
• Schedule delegates to attend training and ensure that learning approval process is followed for delegates to attend training.
• Process training related invoices as per SOP.
• Report training and file documents appropriately.
• Prepare and submit monthly training reports monitoring elements such as spend, WSP traction, skills development.
• Managing the full learning and development budget, ensuing that cost containment is top of mind

Performance Management

• Manage, lead, and direct the full performance management process within SA Commercial
• Communicate to all stakeholders the expectation for KPA submissions.
• Driving the submission process for performance contracting on 3 times during the year (July, January, June).
• Analyses our employee database to determine location, and employee details.
• Prepare a schedule of performance management documents to track submission and report on areas who have are non-compliant with the required timeframes.
• Train line managers on KPA setting, smart goals an advice manager where required as well as dispute resolution.
• Consolidate KPA submissions and report on the process and ensure that record of submissions is filed accordingly.

Training and Development

• Effectively manage and monitor training budget and programme expenditure to demonstrate return on investment.
• Development of Workplace Skills Plans and Annual Training Reports for Sales & Marketing.
• Implement and drive the achievement of skills development targets for transformation.
• Constantly review the BBBEE status of suppliers and look at means of improving upon spend with suppliers.
• Assist manager to source Training provider, brief external suppliers, and facilitators on the specific requirements of the learning and development intervention and source details in order to meet organizational, departmental, and individual development needs.

Reporting and Administration:

• Compile monthly/quarterly training reports for Sustainability
• Prepare and maintain budget reports to justify expenditures.
• Ensure accurate and up to date data capturing and filing according to department standards Maintain department records, ensuring complete accuracy and confidentiality.

Work Integrated Learning:

• Initiating, developing, maintaining, and monitoring relationships with government and non-government agencies and industry partners to identify, develop and extend WIL opportunities, maintaining improvement culture Aspen and implement performance measures to report on and ascertain success of WIL program.
• Coordinate and provide induction policy and procedure
• Responsible for registering learners with CHIETA within 21 days of learnership commencement.
• Responsible for all CHIETA reports including mid-term and close out report.
• Ensure continuous compliance to different departments and stakeholders in the SETA/ DHET/QCTO as well as Quality assuring bodies policies and procedures.
• Prepare for SETA site monitoring & evaluation and ensure compliance.
• Manage workplace approvals, accreditation & ETQA Programme approval series process.
• Manage QALA visits and verifications and follow ups with the SETA ETQA (and certification department).
• Document and record all quality assurance evaluations, records, and communication specific to projects, departmental requirements, and organizational standards.

Grant and SETA Funding

• Ensure implantation of all projects once signed the MOU.
• Compile mid-term and close our report for all funded projects

Managing the bursary/Educational Loan process:

• Monitor Aspen bursary progress and communicate the process on an annual basis to employees.
• Consolidate submissions received for applications and present to the Manager for sign off and approvals, making recommendations in this regard.
• Reporting on the cost for sustainability.
• Ensure clawbacks are monitored if an employee exits the organization.
• Payments to providers timeously

Succession Planning & Leadership Development (70/20/10) in Talent Management

• Manage the organisational talent review process to define advancement plans for leadership talent.
• Establish collaborative relationships with the team and business leaders in order to execute talent programs and initiatives to support the strategic objectives of the organisation.
• Evaluate and monitor all programs to ensure objectives are met.
• Act as a consultant with the business leaders to define skills, capabilities and future needs that strengthen the organization for continued growth.
• Enhance the current system & maintain a talent system to track, monitor and analyse talent from a high level.
• Provide training and overview to new managers commencing employment at Aspen, ensuring that an outline of the Recruitment framework is shared with and IDP process and 70-20-10 Succession Planning Model is explained in these sessions.
• Enable and expand the Diversity and Inclusion of stakeholder groups. Enable the Women's Leadership Forum and other critical platforms and initiatives.
• Consult and partner with relevant stakeholders in the implementation of the diversity and inclusion programmes and initiatives.
• Direct Employment Equity barriers and affirmative action measures with the Employment Equity Committee.
• Communicate requirements and expectations of the DoEL for follow-through.
• Ensure the Women forum is up and running and fully represented in support of the transformation strategy.
• Drive employee engagement surveys and the execution of post-survey workshops to enhance engagement levels and group discussions with the EE Committee
• Guide and Direct EEC on Appropriate actions, action plans in Barrier Analysis
• To be a conduit between Group HR & SA Commercial on all reporting and related matters, the social and ethics committee on Target and EE Barriers.
• Track progress on EE measures with the HR leadership team for the reporting to group HR on planned and completed outcomes.
• Reporting on AA Measures & Stats
• Work with leaders and HR Business Partners to define talent-related needs (e.g. succession, role clarity, coaching, etc.) and create tools and solutions that advance business outcomes
• Ensure the provision of services to support high-potential talent to grow and develop.

SKILLS AND ATTRIBUTES

• Advanced Communication Skills (Oral & Written);
• Ability to plan and organize and manage multiple projects.
• Good administration skills (Filing, report writing);
• Good customer relations skills.
• Paying attention to details.
• Deadline driven.
• Accuracy, diligence, accountability, and ownership.
• Independent worker and thinker
• Innovative thinking
• Business Acumen
• Ability to co-ordinate initiatives report at national and global levels
• Data analytics- Analytical capability
• Good understanding of skills Development metrics
• Problem solving ability.

TECHNICAL SKILLS

• Comfort with addressing conflict and facilitating discussions with multiple viewpoints.
• Can work independently in a fast-paced environment and can prioritize and multi-task effectively.
• Performance monitoring, tracking and improvement.
• Performance-driven and solution-orientated
• Presentation skills, Collaborative, and attention to detail
• Talent management understanding and Competency Mapping
• Implement appropriate transformation strategies to drive & manage transformation and Diversity & Inclusion taking into consideration Talent Development, Skills Development

EDUCATION & EXPERIENCE

• Minimum requirement completed HR Degree or equivalent 3-year qualification (NQF 7)
• Industrial/Organizational Psychology an advantage.
• Skills Development Facilitator (SDF) course qualification.
• Minimum of 5 yearsxe2x80x99 experience in Training and Development or Organizational Development Role
• 3-5 Yearsxe2x80x99 experience in interacting with SETAs especially as a qualified SDF.
• 5 yearsxe2x80x99 experience analyzing data and preparing reports at a holding consolidated level.
• 3-5 Years of Employment Equity Experience
• Intermediate to advance MS Excel

Aspen is committed to the principles of equal employment opportunity and suitably qualified job applicants are invited to submit their CV online on or before the 16 February 2024. Preference will be given to applicants from designated groups through a fair recruitment and selection process in accordance with laws governing employment equity, where such laws are applicable to the Aspen.

Internal Applications must be completed using an Aspen mailing address after applicants have informed their direct line managers of their application.

Aspen Pharmacare