People & Learning Generalist

The People and Learning Generalist will serve as the operational anchor for Learning & Development while providing hands-on HR generalist support across the employee lifecycle. The role combines day-to-day ownership of the learning agenda with workforce planning support, recruitment, onboarding, employee relations, performance enablement, engagement, HR administration, reporting and People projects. The position requires specialist depth in Learning & Development alongside practical HR generalist capability, sound judgement, confidentiality and a strong service mindset. It also provides a development pathway for a high-potential People professional to progressively gain exposure to broader People leadership responsibilities. Key Responsibilities Learning & Development Own and manage the day-to-day Learning & Development plan and calendar in line with business priorities. Conduct learning-needs analyses with leaders and translate identified capability gaps into practical interventions. Design, develop, refresh and quality-check product, systems, process, compliance and sales learning content. Facilitate induction, onboarding, refresher, skills and leadership development learning using appropriate delivery methods. Design assessments, knowledge checks and practical evaluations, maintaining clear standards for competence. Manage the Learning Management System (LMS), including profiles, onboarding and offboarding, content, enrolments, completion tracking, assessments, reporting and record keeping. Evaluate learning effectiveness at appropriate levels and recommend evidence-based improvements. Partner with leaders to reinforce learning through coaching, observation, feedback and workplace application. Manage training providers, budgets and service delivery within delegated authority. Maintain complete and accurate learning records and audit trails. HR Generalist Support Provide practical first-line HR support to leaders and employees, escalating complex or high-risk matters to the Head of People. Support workforce planning, role scoping, recruitment, selection, offers, pre-employment processes and onboarding. Coordinate probation, performance check-ins and performance improvement processes, ensuring clear documentation and follow-through. Support employee relations processes, including preliminary fact gathering, meeting coordination, documentation and implementation of outcomes under appropriate guidance. Provide guidance on HR policies, processes, employment conditions and consistent HR practices. Support employee lifecycle administration, including employee changes, transfers, exits, offboarding and records management. Coordinate engagement activities, surveys, employee communications, wellbeing initiatives and culture interventions. Contribute to remuneration, benefits, talent, succession and retention activities as required. Maintain strict confidentiality and appropriate information-handling practices. Business and Sales Capability Maintain a strong working understanding of company products, systems, customer journeys and sales processes. Apply operational insight to ensure learning and HR solutions remain relevant to the contact-centre environment. Work with leaders to identify capability, conduct and performance gaps and determine appropriate responses. Connect People initiatives to sales performance, customer experience, quality, compliance and business results. Promote a practical culture of continuous learning, accountability and growth. Reporting, Governance and B-BBEE Compile accurate monthly Learning & Development and broader People reports for the Head of People. Prepare concise EXCO reporting covering learning activity, employee capability, People trends, risks and recommended actions. Consolidate data from the LMS, HR system, recruitment records, performance processes and other relevant sources. Track training delivery, attendance, mandatory completion, assessment results, competence, LMS utilisation, refresher activity, training hours and spend where applicable. Maintain B-BBEE Skills Development information, supporting documentation and audit-ready evidence. Identify trends, gaps, exceptions and risk indicators and translate data into practical recommendations. Maintain data quality, version control, supporting documentation and agreed reporting deadlines. Projects and Continuous Improvement Lead or support People projects from planning through implementation, communication, adoption and review. Simplify and document People processes, templates and service standards. Use digital tools and automation responsibly to improve employee experience, efficiency and control. Keep current with relevant Learning & Development practices, HR trends and legislative developments and recommend proportionate improvements. Leadership Development Develop broader commercial understanding and contribute to the annual People plan and priorities. Build capability in presenting insights, options and recommendations to senior leaders and EXCO. Develop knowledge and experience in organisation design, talent and succession, workforce planning, culture, change and People governance. Take ownership of selected cross-functional initiatives and demonstrate effective stakeholder leadership without relying on formal authority. Mentor or guide colleagues, interns or service providers where appropriate and demonstrate readiness for future team leadership. Act as a trusted delegate for the Head of People on defined matters within agreed authority and capability. Minimum Requirements Matric / Grade 12. Diploma or degree in Human Resources, People Management, Industrial Psychology, Learning & Development or a related field. At least 5 years of progressive HR experience, with substantial hands-on Learning & Development responsibility. Broad HR generalist experience across recruitment, onboarding, employee relations, performance management, engagement, HR administration and People projects. Experience developing learning content, assessments and blended learning interventions. Experience facilitating both face-to-face and virtual learning. Experience administering an LMS and maintaining accurate learning records. Practical knowledge of South African employment legislation, employee relations principles and fair HR practice. Knowledge of B-BBEE Skills Development requirements and experience preparing supporting evidence for verification partners or audits. Experience producing management and EXCO-ready People or Learning & Development reports incorporating insights and recommendations. Advantageous Experience Relevant facilitator, assessor, moderator or skills-development qualification. Experience within a sales, financial services or contact-centre environment. Cornerstone LMS experience. Working knowledge of Sage 300 People or a comparable HR information system. Key Competencies Confident Facilitation: Able to facilitate engaging training sessions, work effectively with different personalities and create an environment that encourages participation and learning. Commercial Awareness: Understands the relationship between employee capability, sales performance, customer experience and business results. People Orientation: Demonstrates a genuine interest in helping employees learn, develop and improve their performance. Communication: Able to communicate complex information in a clear, practical and engaging manner. Organisation and Attention to Detail: Maintains accurate records, follows through on commitments and ensures learning and HR administration is completed correctly and on time. Proactivity: Identifies learning and capability gaps and takes initiative to address them. Adaptability: Comfortable working across Learning & Development, Sales, Operations and People/HR environments. Results Orientation: Focuses on whether learning interventions translate into improved knowledge, behaviour, capability and performance. Collaboration: Builds effective working relationships with Operations, Sales, People and external partners. Integrity and Confidentiality: Demonstrates professionalism and discretion when managing employee information, HR matters and business-sensitive information. Additional Information This position is designed as a development pathway for a People professional with the potential to take on broader leadership accountability. Demonstrated capability and sustained performance may support progressive exposure to People strategy, governance, organisational development, executive reporting and team leadership. This development pathway does not constitute an automatic promotion commitment. If you meet the requirements and would like to be considered for this opportunity, please submit your application through the link provided. Only candidates who meet the role requirements will be contacted.