Plant Training Coordinator

COMPANY PROFILE

Ultimum Limited is fast-growing alcoholic & non-alcoholic Beverages manufacturing company and Nigerian-based subsidiary of Union Camerounaise de Brasseries a leading Total Beverages Manufacturer with over 50 years presence and tremendous success in Cameroon; also, a proud sponsor of the 2024 African Cup of Nations (AFCON) in Abidjan. Ivory Coast.

We are committed to developing quality products that satisfy all aspirations of our customers and constantly innovating on ways to improve our products and deliver quality and special experience for our customers. Our dream is to be a leading Future Beverages company in Africa and beyond.

At Ultimum, we recognize our people as our greatest competitive advantage hence we are committed to providing the best place to work for all our people. We are committed to being the best in the industry in creating a family of colleagues, growth opportunities, and developing our people.

We believe in empowering our people to realize their full potential. We are courageous - dream bold and dare to make them come true. We have a culture of excellence through learning, teamwork, and continuous improvement.

JOB PURPOSE

The Plant training Coordinator will drive capability building of the plant workforce to support business performance by maintaining skill matrices and identifying upskilling opportunities. Coordinate annual training plans (Proactive & Reactive) from the line managers and report on progress via L&D KPIs. Be the plants single point of contact (SPOC) with the groups centre of excellence and will coordinate trainee & onboarding programmes in alignment of UL requirements including WCM related capability training.

KEY JOB ROLES & RESPONSIBILITIES

1. Initiate the training and development process :

• 1.1 Get relevant input for training buckets, this is taking from team room discussions, problem solving outcomes (5Why's, PDCAs, Improvement Projects) as well as annual training.
• 1.2 Collaborate with HR Manager and HODs regarding training activities on site
• 1.3 Engage with L&D Specialist regarding suitable solutions where the training solution does not exist / not part of the Annual Training Plan
• 1.4 Consolidate departmental training needs by reviewing L&D inputs e.g. PDP as input to the annual LNA / budgeting process Partner with business leaders in implementation of process improvement and execution.
• 1.5 Monitor productivity data and develop corrective action plans where necessary to achieve annual productivity improvements.
• 1.6 Ensure all safety protocols are followed to maintain a safe working environment.
• 2. Prepare for training
• 2.1 Coordinate the logistics of the required training and ensure relevant presenters & candidates are present and available
• 2.2 Request Purchase Order requests from Procurement, L&D Services team for external training as per the signed-off LNA
• 2.3 Obtain approval from the Plant Manager for costs not included in the LNA.
• 3. Implement the learning process
• Effective use of SOP's :
• 3.1 Implement the 8 step SOP process
• (Execution of the SOPs 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)
• 3.2 Draw on the expertise of SMEs to run learning programmes
• 3.3 Ensure all training completed is captured in Training Bucket and registers are completed
• 3.4 Ensure all training registers and events are recorded.
• 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
• 3.5 Conducts a quality assurance of Visual Boards by engaging with Line Managers / HOD's
• 3.6 Update skill matrices after training on relevant skills are carried out.
• 4. Evaluate the effectiveness of training and develop progress report
• 4.1 Complete the Level 1 evaluations for formal classroom training, analyse the results and develop actions that will improve training effectiveness.
• 5. Monitor and Support Competency Acquisition Process
• 5.1 Assist Line Manager to develop annual CAP plan for teams
• 5.2 Monitor weekly / monthly adherence to plan
• 5.3 Support Line Manager to schedule formative and summative assessments
• 5.4 Identify SME Assessors and ensure an adequate pool of assessors in the plant
• 5.5. Administration of CAP Management system by ensuring information is accurate (Line Manager captures the assessment result, TC quality assures)
• 5.6 Maintain skill matrices and update after training on relevant skills are carried out and evaluated.
• 6. Identify Training Solutions for future Pipeline
• 6.1 Trainees : Conduct monthly check in with trainee to identify opportunities for trainee to attend training as per the planned training programme.
• (Line Manager responsible to report on progress, driving the trainee programme progress)
• 6.2 Apprentices : Ensure Apprentice training solutions are included in the training plan, identify opportunities for technical trainee to attend training as per the standard development programme.
• 6.3 Learnerships : Coordinate of the Learnership Programme
• 6.4 Plant coordination of any UL training requirements (i.e.WCM etc)
• 7. Reporting
• 7.1 Ensure the relevant KPI's are reported against weekly and monthly routines Training hours per employee, training plan compliance, SOPs training completeness etc.
• 7.2 Communicate and share with relevant stakeholders on site.
• Skill matrix report.

EXPERIENCE & ACADEMIC REQUIREMENTS

KEY COMPETENCY REQUIREMENTS