{"id":4081343,"url":"https://alion.io/job/sab-training-controller-2","title":"TRAINING CONTROLLER","company":{"id":1933667,"name":"SAB","domain":"sab.co.za","url":"https://alion.io/company/sab-co-za","size_band":"1001-5000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":{"grade":"C","score":65,"open_postings":47,"ghost_share":0.66,"stale_share":0,"repost_share":0,"time_to_fill_p50_days":10,"computed_at":"2026-11-11T05:49:22Z"}},"role":"Finance","role_family":"Finance","seniority":null,"employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["South Africa"],"countries":["ZA"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":null,"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":true,"technologies":[],"status":"live","first_seen_at":"2026-11-11T17:24:46Z","employer_posted_date":"2026-11-11","last_verified_at":"2026-11-11T17:24:46Z","board_verified":true,"closed_at":null,"days_open":0,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":0},"description":"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?\nThe Key Purpose of this role is to provide a specialized and effective training and development service to Prospecton Brewery department(s), focusing on the acquisition of competence and\nPerformance to create and sustain a progressive learning environment by providing an effective service to the value chain focused on department performance and output.\nKey Roles and Responsibilities:\n1. Initiate the training and development process\nGet 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.\nCollaborate with People Manager and VPO Manager regarding activities onsite.\nEngage with People Business Partner regarding suitable solutions where the training solution does not exist/not part of the Annual Training Calendar.\nConsolidate departmental training needs by reviewing L&D inputs e.g. PDP as input to the annual LNA / budgeting process.\n2. Prepare for training\nCoordinate the logistics of the required training and ensure relevant candidates are present and available.\nRequest Purchase Order requests from the L&D Services team for external training as per the signed off LNA.\nObtain approval from Zone L&D Specialist for costs not included in the LNA Implement the learning process.\n3. Effective use of SOPs\nImplement the 8-step SOP process.\nExecution 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.\nDraw on the expertise of SMEs to run learning programmes.\nAction and implement training needs as part of Training Bucket process.\nImplement training needs analysis process.\nFacilitate the development of best practice.\nPlant specific LNA in place•Confirm training need.\nNotify learners•Facilitate training attendance.\nSOP's are used to run plan in standardized manner.\nEffective training on the use of SOP's•Implement and monitor the delivery of learning solutions.\nRecord training data.\nApply recognized evaluation processes.\nAggregate and analyze training data.\nImprove training programmes based on results.\nDrive competence in plan to ensure delivery in KPI's / plant strategy.\nImplement Diagnostic, Formative & Summative Assessments.\nDrive competence of future pipeline feeders.\nTraining progress reported, action plans in place to address gaps Training and Development.\nAssessments planned and conducted.\nSKAP improvement.\nLearner feedback and appeals procedure to be adhered to.\nEnsure all training completed is captured in Training Bucket and registers are completed.\nEnsure all training registers and events are recorded via L&D Services.\nAdapt training programme to meet the needs of the team / plant / audience i.e. run 2 day programme over a two week period with shortintervals.\nConducts a quality assurance of Visual Boards by engaging with Line Managers /HOD’s.\n4. Evaluate the effectiveness of training and develop ROI report\nComplete the Level 1 evaluations for formal classroom training, analyse the results and develop actions that will improve training effectiveness.\nMonitor and Support SKAP.\nAssist Line Managers to develop annual SKAP plans for teams.\nMonitor weekly / monthly adherence to plan.\nSupport Line Manager to schedule formative and summative assessments.\nIdentify SME Assessors and ensure an adequate pool of assessors in the plant.\nAdministration of SKAP Management system by ensuring information is accurate (Line Manager captures the assessment result, TC quality assures).\n5. Identify Training Solutions for future Pipeline\nTrainees: 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).\nApprentices: Ensure Apprentice training solutions are included in the training bucket, identify opportunities for apprentice to attend training as per the planned training bucket.\nLearnerships: Coordinate of the Learnership Programme (SA ONLY) (Line Manager accountable for management of Learners).\n6. Reporting\nEnsure the relevant KPI's are reported against weekly and monthly.\nCommunicate and share with relevant stakeholders onsite.\nTraining courses planned and implemented.\nTraining reports.\nMonthly cost reports to be communicated.\nSKAP aassessment planned and implemented.\n7. SKAP\nManage SKAP Process.\nEnsures that SKAP procedures, ABI policies and other legal requirements are adhered to throughout the SKAP process.\nEnsures that required SKAP assessments are carried out, involving relevant people where required.\nEnsures that once SKAP assessments have taken place, candidates and other relevant records are updated, and all administration tasks in support of SKAP are completed.\nCommunicates outcome of SKAPassessment to candidates, and general SKAP statistics to relevant people.\nEnsures that where a candidate has not been declared competent, mechanisms are in place to address this.\n8. Develop Training Material\nInteract with the shift team leader, Maintenance Controller and HOD’s to determine training needs.\nWhere necessary, develop training material to address specific needs of shift based and engineering teams. \nWhere required, call in additional or specialized resources to assist in the development of training material.\nEnsure that training material meets the standards of ABI, and follows the training principles of AB InBev.\nWhere training material has been supplied suppliers ensure that it meets the needs of the teams and the standards of AB InBev.\nWhere training material has been received from central office, verify that it meets regional needs, adapting if necessary.\n9. Implement Training\nEnsure that where training needs to be undertaken, it is done following ABInBev policy and procedure.\nPresent training material, calling in additional or specialised resources as required to assist.\nCheck the effectiveness of training material by conducting post-training evaluations.\nWhere evaluations indicate the need to refine training material, this must be completed and training material updated.\n10. Training Administration\nCustodian of departmental training record, ensuring that these are readily accessible and adhere to all ABInBev and legal requirements.\nWhere training has occurred, updates relevant training records and, where appropriate, the applicable systems.\nInteracts with individuals to resolve problems relating to training records and provides information relating to queries.\nMinimum Requirements:\nEducation:\nRelevant Technical Qualification /Diploma.\nTraining:\n3-6 months on the job/dept training Experience.\n3-5 years as a Team Leader / Supervisor, Process Operator or an Artisan (Advantegeous).\nPositive attitude with high energy levels.\nSelf motivated with strong self management bias.\nTeam player with ability to influence and communicate at all levels of the organization.\nAbility to work under pressure, yet maintaining high attention to detail.\nAbility to operate independently, demonstrate initiative, sound judgment, sensitivity and maintain a high degree of confidentiality.\nGood business acumen with a professional approach.\nGood interpersonal skills.\nDesirable But Not Essential\nLearning & Development Practitioner Tertiary Qualification.\nCompleted traineeship.\nRelevant 3 year Technical Diploma.\nKnowledge of Performance management, L&D and SKAP practices including the evaluation of training.\nDeep technical knowledge.\nKnowledge of VPO principles.\nProven training and facilitation skills.\nProactive, independent and high initiative.\nAttention to detail.\nMethodical record keeper.\nAbility to work effectively in teams and independently.\nStrong business and financial acumen.\nAdditional information:\n Band: VIII\nSAB/AB InBev is an equal opportunity employer, and all appointments will be made in line with SAB/AB InBev employment equity plan and talent requirements. The advert has minimum requirements listed. 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