PACKAGING TRAINING CONTROLLER

Dreaming big is in our DNA. It’s who we are as a company. It’s our culture. It’s our heritage. And more than ever, it’s our future. A future where we’re always looking forward. Always serving up new ways to meet life’s moments. A future where we keep dreaming bigger. We look for people with passion, talent, and curiosity, and provide them with the teammates, resources and opportunities to unleash their full potential. The power we create together – when we combine your strengths with ours – is unstoppable. Are you ready to join a team that dreams as big as you do?

The Key Purpose of this role is to be responsible for creating and sustaining a progressive learning environment for level 2 and 1 teams. This
will be done by providing an effective service focused on the acquisition of competence to support brewery performance.

Key Roles and Responsibilities:

People and Maintenance Pillar SME Knowledge

• Be an SME for the People and Maintenance Pillar

• Positively Impact the application of Maintenance Pillar across the Brewery

• Audit & Coach to improve VPO Health Status

Initiate the training and development process

• Get relevant input for training buckets, this is taking from Team room discussions, ITIF, Annual Training Plan and all other problem-solving discussion i.e. 5Why's, abnormality reports, walkabouts.

• Collaborate with People Manager and VPO Manager regarding activities onsite

• Engage with People Business Partner regarding suitable solutions where the training solution does not exist/not part of the Annual TrainingCalendar

• Consolidate departmental training needs by reviewing L&D inputs e.g. PDP as input to the annual LNA / budgeting process

Prepare for training

• Coordinate the logistics of the required training and ensure relevant candidates are present and available

• Request Purchase Order requests from the NOCC L&D Services team for external training as per the signed off LNA

• Obtain approval from Zone L&D Specialist for costs not included in the LNA Implement the learning process

Effective use of SOP’s

• Execution of the SOP’s are relevant and effective, use the as training aid), track and check whether people are people being trained against SOP, identify gaps in SOP and ensure Line Manager updates the SOP document)

• Draw on the expertise of SMEs to run learning programmes

• Ensure all training completed is captured in Training Bucket and registers are completed

• Ensure all training registers and events are recorded via NOCC L&D Services

• Adapt training programme to meet the needs of the team / plant / audience i.e. run 2-day programme over a two-week period with short intervals

• Conducts a quality assurance of Visual Boards by engaging with Line Managers / HOD’s

• Evaluate the effectiveness of training and develop ROI report

• Complete the Level 1 evaluations for formal classroom training, analyse the results and develop actions that will improve training effectiveness

Monitor and Support SKAP

• Assist Line Manager to develop annual SKAP plan for team

• Monitor weekly / monthly adherence to plan

• Support Line Manager to schedule formative and summative assessments

• Identify SME Assessors and ensure an adequate pool of assessors in the plant

• Administration of SKAP Management system by ensuring information is accurate (Line Manager captures the assessment result, TC quality assures)

Identify Training Solutions for future Pipeline

• Trainees: Conduct monthly check in with trainee to identify opportunities for trainee to attend training as per the planned training bucket(Line Manager responsible to report on progress, driving the trainee programme progress)

• Apprentices: Ensure Apprentice training solutions are included in the training bucket, identify opportunities for apprentice to attend training as per the planned training bucket

• Learnerships: Coordinate of the Learnership Programme (SA ONLY) (Line Manager accountable for management of Learners)

Reporting

• Ensure the relevant KPI's are reported against weekly and monthly routines

• Communicate and share with relevant stakeholders on site

Other responsibilities:

• Action and implement training needs as part of Training Bucket process

• Implement training needs analysis process

• Facilitate the development of best practice

• Plant specific LNA in place

• Confirm training need

• Notify learners

• facilitate training attendance

• SOP's are used to run plan in standardized manner

• Effective training on the use of SOP's

• Implement and monitor the delivery of learning solutions

• Record training data

• Apply recognized evaluation processes

• Aggregate and analyse training data

• Improve training programmes based on results

• Drive competence in plan to ensure delivery in KPI's / plant strategy

• Implement Diagnostic, Formative & Summative Assessments

• Drive competence of future pipeline feeders

• Training progress reported, action plans in place to address gaps Training and Development

• Assessments planned and conducted

• CAP/SKAP improved

• Learner feedback and appeals procedure to be adhered too

• Training plan implemented

• Training courses planned and implemented

• Training Roi reports

• ROI reports created and distributed to Departments and greater business Cost management

• Monthly cost reports to be communicated CAP/SKAP

• CAP/SKAP assessment plan and implemented

SKAP

• Manage SKAP Process

• Ensures that SKAP procedures, ABI policies and other legal requirements are adhered to throughout the SKAP process

• Ensures that required SKAP assessments are carried out, involving relevant people where required

• Ensures that once SKAP assessments have taken place, candidates and other relevant records are updated, and all administration tasks in support of SKAP are completed. Communicates outcome of SKAP assessment to candidates, and general SKAP statistics to relevant people

• Ensures that where a candidate has not been declared competent, mechanisms are in place to address this

Develop Training Material

• Interact with the shift team leader, Maintenance Controller and HOD’s to determine training needs

• Where necessary, develop training material to address specific needs of shift based and engineering teams. Where required, call in additional or specialized resources to assist in the development of training material. Ensure that training material meets the standards of ABI, and follows the training principles of AB InBev

• Where training material has been supplied suppliers ensure that it meets the needs of the teams and the standards of AB InBev

• Where training material has been received from central office, verify that it meets regional needs, adapting if necessary

Implement Training

• Ensure that where training needs to be undertaken, it is done following ABInBev policy and procedure

• Present training material, calling in additional or specialized resources as required to assist. Check the effectiveness of training material by conducting post-training evaluations

• Where evaluations indicate the need to refine training material, this must be completed, and training material updated

Training Administration

• Custodian of departmental training record, ensuring that these are readily accessible and adhere to all ABInBev and legal requirements.

• Where training has occurred, updates relevant training records and, where appropriate, the SAP systems

• Interacts with individuals to resolve problems relating to training records and provides information relating to queries

Key Attributes and Competencies:

• Knowledge of the Skills Development Act and other related Legislation

• Good interpersonal skills

• Good communication skills

• Motivated Team Player

• Passion for people development

• Excellent facilitation skills

• Good self–management ability

• Analytical ability

Minimum Requirements:

• Relevant tertiary qualification and/or formally recognized Training and Development qualification

• Advanced PC Literacy (MS Office)

• At least 3 years' experience in an FMCG Manufacturing environment

• Exposure to and preferably experience in the training environment

• Ability to deliver various learning and / or coaching solutions

• Ability to interact confidently at all levels

Additional Information:

• Band: VIII

AB InBev is an equal opportunity employer, and all appointments will be made in-line with AB InBev employment equity plan and talent requirements. We are a company that promotes gender equality. Internal applicants require Line manager approval. Please note that only short-listed applicants will be contacted.