JOB DESCRIPTION
POSITION INFORMATION
CURRENT JOB TITLE
REPORTS TO
Learning and
Development
Manager
Group Learning &
Development
Manager
Division
Massmart
DEPARTMENT
Human Capital
Approved Job Grade
Date JD Last Updated
Incumbent Approval
Manager Approval
Departmental Head
Approval
HR Division Approval
MAIN PURPOSE OF THE JOB
WHY THIS JOB
EXISTS AT
MASSMART
To ensure that Massmart has a continuous supply of scarce and critical
skills talent, with a strong emphasis on equity candidates. To prepare
and groom graduates for the transition into the 21st century world of
work.
ORGANISATION STRUCTURE
(This must reflect the immediate manager to “this position” peers reporting to the same
manager and “this position’s” immediate subordinates if any)
Group Learning
and Development
Manager
Learning and
Development
Manager
Job Description Workbook
Merchant
Development
Manager
HR Coordinator
Page 1
KEY PERFORMANCE AREAS
1.
Graduate Programme
Management
CORE ACTIVITIES & ACCOUNTABILITIES
a) Ensure the graduate programme is aligned with the business strategy by reviewing/validating the
programme objectives
b) Understand division needs and deliver a talent needs analysis to determine costs/budgets required
for the programme
c) Research and understand best practice and recommend programme offerings (theoretical/practical
content, method of delivery, and assessment) to ensure alignment with business requirements
d) Coordinate programme delivery which includes drafting the annual training calendar (activities, and
assessments) in addition to coordinating all stakeholders (i.e. divisional HR, service providers)
e) Partner with marketing resources to develop a campaign to source and identify candidates through
campus career outreach programmes and online recruitment sites; identify division HR resources;
manage recruitment process; and onboarding
f) Manage graduate trainee performance, career, individual development plan, and leave; provide ongoing coaching and guidance
g) Manage placement of graduates (within the business) upon successful completion of the programme
2.
Store Operations
Development
Programme (SODP)
a) Ensure the store operations development programme (SODP) is aligned with the business strategy by
reviewing/validating the programme objectives
b) Understand division needs and deliver a talent needs analysis to determine costs/budgets required
for the programme
c) Research and understand best practice and recommend programme offerings (theoretical/practical
content, method of delivery, and assessment) to ensure alignment with business requirements
d) Coordinate programme delivery which includes drafting the annual training calendar (activities, and
Job Description Workbook
Page 2
assessments) in addition to coordinating all stakeholders (i.e. divisional HR, service providers)
e) Partner with marketing resources to develop a campaign to source and identify candidates through
campus career outreach programmes and online recruitment sites; identify division HR resources;
manage recruitment process; and onboarding
f)
Manage SODP trainee performance, career, individual development plan, and leave; provide on-going
coaching and guidance
g) Manage placement of SODP trainees (within the business) upon successful completion of the
programme
3.
Graduate Alumini
Programme Delivery
h) Ensure the alumni programmes is aligned with the business strategy by reviewing/validating the
programme objectives
i)
Understand talent gaps, research and understand best practice and recommend programme offerings
(theoretical/practical content and method of delivery) to ensure alignment with business
requirements
j)
Coordinate programme delivery which includes drafting the annual training calendar in addition to
coordinating all stakeholders (i.e. divisional HR, service providers)
k) Monitor the graduates preparedness for emerging talent pool and career progression
l)
Identify candidates eligible for participation in the Global Assignment Frameworks; and other highpotential development programmes
4.
Management Reporting
& statistics
a) Ensure appropriate consolidation, reporting and knowledge management processes are established to
facilitate the effective reporting of programme data (i.e. retention, promotion statistics)
b) Provide input for the monthly HR Forum report
c) Provide input to the overall Massmart BBBEE reporting process
Job Description Workbook
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5.
Budget Management
a) Manage the graduate development, store operations development programme and alumni
programmes budget
b) Manage the Bursary Scheme budget
c) Validate and provide finance with variances in expenditures
6.
7.
Stakeholder / Vendor
Management
a) Build and manage supplier relationships to include cost negotiation and contract management
Bursary Scheme
a) Sourcing bursary candidates and on-boarding
b) Participate in various events to solidify Massmart’s employee value proposition in the local market
b) People management (approving expenses/claims, performance monitoring, providing additional
support required by students)
c) Budget set-up and monitoring
8.
Special Projects
Job Description Workbook
a) Deliver special HC projects as and when required (i.e. IYF-Walmart Foundation project, EVP and EB
project)
Page 4
GENERAL JOB INDICATORS
Planning Horizon
(Detail the requirements for monthly
/annual/ long-term planning required in
this position. State the type of plan, the
time horizon of the plan and the nature
of your involvement.
Delegated Freedom to Act ( Indicate the
major independent decisions to be made
by this position)
Level Of Complexity (Describe the most
challenging or complex parts of your
job)
SIGNIFICANT DIMENSIONS
Indicate in quantitative terms, the key areas on which your job has an impact. State figures on an
annual basis. Include such items as budgets, revenues, other rand amounts or pertinent items the
position impacts.
Dimensions
Items
Amount / Number
Impact (Direct or
Indirect)
Rand measures: Revenue,
Expenditure, State Figures on an
annual basis for the current
Financial Year
Unit Measures: Number of clients /
customers (internal or external),
number of suppliers, number of
products or any other scope
measurements pertinent to this job
Internal
stakeholders:
divisional Clients
External
stakeholders e.g.
W&RSETA,
Universities,
SAGRA, etc.)
JOB SPECIFICATIONS
Minimum Academic, Professional
Qualifications & Experience
required for this position
Job Description Workbook
B Degree Industrial & Organisational Psychology (Post Graduate
level preferable).
Experience working with various Psychometric Assessment
instruments in a similar role.
Page 5
Competencies & Skills
Core Competencies
 Use Appropriate judgement
General Competencies
 Supervise Associates
 Focus on the customer /
member
 Manage execution and
results
 Plan and pursue team-based
improvement
 Increase Commitment
 Manage ethics and
compliance
 Quickly Adapt
Job Description Workbook
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