Latest Jobs at AVBOB South Africa

Description

Using appropriate methods and a flexible interpersonal style to help build a cohesive team: facilitating the completion of team goals in building a successful team.

• Develop direction by ensuring that the purpose and importance of the team are clarified (e.g. the team has a clear charter or mission statement); guides the setting of specific and measurable team goals and objectives.
• Develop structure to clarify roles and responsibilities of broker consultants; help ensure that necessary steering, review or support functions are in place.
• Make procedural or process suggestions for achieving team goals or performing team functions; provides necessary resources or helps to remove obstacles to team accomplishments. Facilitates goal accomplishment.
• Listen and fully involve broker consultants in team decisions and actions; values and uses individual differences and talents.
• Share important or relevant information with the team such as new products that AVBOB will introduce.
• Adhere to the team’s expectations and guidelines; fulfils team responsibilities; demonstrate personal commitment to the team.

Obtaining information and identifying key issues and relationships relevant to achieving the team’s goals; committing to a course of action to accomplish goals after developing alternatives.

• Identify and fill gaps in information required to understand problems and opportunities.
• Generate alternatives by creating relevant options in addressing problems, opportunities and achieving the desired outcomes.
• Formulate clear decision criteria by considering implications and consequences choose an effective solution.
• Commit decisions to action and implementation.
• Include others in the decision-making process as warrant to obtain good information.
• Make the most appropriate decisions and ensure buy-in and understanding of the resulting decision.
• Using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one’s own behaviour to accommodate tasks, situations and individuals involved.
• Describe expectations, goals, requests or future goals in a way that provides clarity and excites interest.
• Seek, give and summarize information; ensure that the situation/issue at hand is understood.
• Present own ideas; seek and develop suggestions of others; make procedural suggestions.
• Use appropriate influence strategies (such as demonstrating benefits or giving rewards) to gain genuine agreement; persist by using different approaches as needed to gain commitment.
• Establish good interpersonal relationships by helping people feel valued, appreciated and involved in discussions (enhances self-esteem, empathizes, involves, discloses, supports).

Building partnerships, identifies opportunities and taking action to build strategic relationships between one’s area of responsibility and others.

• Analyse the organisation and own area to identify key relationships that should be initiated or improved to further the attainment of own and organisational goals.
• Formulate action plans through collaboration to determine courses of action to realize goals. This would for instance involve the implementation of new products.
• Monitor and evaluate the partnerships and attainment of set goals to market new products.

Focusing and guiding others in accomplishing work objectives.

• Collaboratively works with Broker Consultants to set meaningful performance objectives; sets specific performance goals and identifies measures for evaluating goal achievement.
• Collaboratively work with Broker Consultants to identify the behaviours, knowledge and skills required to achieve goals; identifies specific behaviours, knowledge and skill areas for focus and evaluation.
• Ensure that opportunities for development are available; offer to help individuals overcome obstacles to learning.
• Collaboratively with training department identify observation or coaching opportunities, training, workshops, seminars etc. that will help the individual achieve important goals. Self-development plays a major part in the development of members.
• Use techniques to track performance against goals and to track the acquisition and use of appropriate behaviours, knowledge and skills.
• Hold regular formal discussions with each Broker Consultant to discuss progress toward goals and review performance; evaluate each goal, behaviour, and knowledge and skill area.

Formal presentation: Presenting AVBOB products to individuals or groups, deliver presentations that suits the characteristics and needs of the clients.

• Define clear goals that clearly reflect the needs of the audience.
• Maintain audience attention.
• Present main ideas that support the objective of the presentation. Present facts and details describing the products available in a logical sequence.
• Use non-verbal communication.
• Use audio and visual aids to enhance the audience’s understanding of products.
• Listens and responds to questions and objectives.
• Summarizes the presentation.

Planning and organizing by establishing courses of action to ensure that work is completed efficiently.

• Identify more critical and less critical activities and adjust to sell products.
• Allocate appropriate amounts of time to appointments.
• Dedicate required time and energy to assignments or tasks to ensure that no aspect of the work is neglected; works to overcome obstacles to completing tasks or assignments.
• Establish criteria and/or work procedures to achieve a high level of quality, productivity and service.

Setting up ongoing procedures to collect and review information needed to manage an area office or ongoing activities within it.

• Determine which processes or areas need to be monitored; identify what information need to be obtained.
• Develop and maintain monitoring systems to monitor activities or outputs. Develop a system that is easy to use and that provide timely and pertinent information.
• Effectively put in place monitoring systems with minimal interruption for other organisational processes.
• Collect and review data on a regular basis to determine progress, anticipate needs and make necessary adjustments to personnel or processes.
• Identifying opportunities and taking action to build strategic relationships between one’s area and other areas, teams, departments, unit, or organisations to help achieve business goals.
• Analyse the organisation and own area to identify key relationships that should be initiated or improved to further the attainment of own area’s goals.
• Exchange information with potential partner areas to clarify partnership benefits and potential problems; collaboratively determines the scope and expectations of the partnership so that both areas’ needs can be met.
• Collaboratively determines courses of action to realize mutual goals; facilitates agreement on each partner’s responsibilities and needed support.  Formulates action plans.
• Places higher priority on organisation’s goals than on own area’s goals; anticipates effects of own area’s actions and decisions on partners; influences others to support partnership objectives.
• Implements effective means for monitoring and evaluating the partnership process and the attainment of mutual goals.
• General: Administration.
• Manage the targets of district managers to sell new products.
• Manage the selection and recruitment of suitable personnel in co-operation with the recruitment department and the Manager: Marketing Administration.
• Ensure training is provided on functional, administrative, management- and marketing skills are provided in co-operation with Manager: Training. Functional training should be completed within six months.
• Arrange for counselling and disciplinary procedures as required in accordance to company policy.
• Management responsibilities.
• Anticipate research and report on future changes regarding life insurance management strategy and ensure such knowledge is factored into the planning of the department’s own strategy, resources and procedures and the awareness of corporate direction, mission, aims and activities.
• Plan and recommend the implementation of a life insurance strategy and activities consistent with overall aims and requirements of the organisation and according to an agreed development strategy.
• Manage direct subordinates as indicated below and ensure that their subordinates are managed  along the following guidelines:
• Interview and selection of staff and motivating for the appointment of new personnel to ensure that appointments are made along the requirements of positions and to ensure that sufficient members are employed at all times.
• Prepare job descriptions and other related material for new positions and compile and maintain job descriptions of subordinates to ensure that members are informed about their responsibilities at the required level.
• Identify training needs of new and existing personnel to ensure that members are able to perform their duties at the required level.
• Evaluate the performance level of sub-ordinates to determine the quality of work and performance levels and make recommendations regarding their career development/progression.
• Apply prescribed rules and discipline with the department to ensure that the work is done at an acceptable level.
• Develop, manage and motivate subordinates by providing of quality guidance, supervision and on the job training.
• Identify, develop and implement skills development and training opportunities.
• Manage the leave of broker consultants in such a manner that sufficient numbers of members are always available to attend to the requirements of other staff members.
• Liaise with other departments in the organisation in order to establish and maintain an effective and relevant investment approach in relation to the organisation’s operating functions.
• Communicate, liaise and negotiate externally using appropriate methods to facilitate the development of sustainable relationships.
• Use personal judgement and initiative to develop effective and constructive solutions to challenges and obstacles in relation to investments and fixed property administration. 
• Monitor, record, analyse and report on activities, trends, results and recommendations relating to area of responsibility. Attend meetings and contribute to company strategy and policy-making as required.
• Maintain personal ability in and appropriate use of all relevant ICT (Information and Communications Technology) and other systems within area of responsibility.
• Develop personal skills and capability through on-going training interventions and develop relevant knowledge, techniques and skills provided by AVBOB or external service providers.
• Maintain administration and relevant reporting and planning systems and prepare and submit relevant administration in a timely and accurate manner.
• Investigate, plan and implement strategically effective and relevant life insurance management methods which meet optimally the needs of the organisation and its customers.
• Financial Management and Budgeting.
• Manage the budget which is a detailed statement of estimated income and expenses and a historical record of the department’s activities during a given period.
• Use the budget to accomplish the following:
• It can assist to redefine goals based on realistic resources.
• It can compel members of the department to use funds efficiently.
• It can provide accurate information to adjust, analyse and evaluate programs and activities.
• It can provide a historical reference to be used for future planning.
• It can be an aid in decision making.
• Develop a budget along the following lines.
• Start preparations in time prior to the close of the current year.
• Prepare an outline of the department’s planned activities for the upcoming year.
• Determine available funds such as carry over balance from previous years, cash on hand and funds in the bank.
• Do careful studies of funding sources, costs, estimated and probable fundraisers.
• Estimate expected income and when it is expected to be available.
• Define required expenses for advertising, printing, supplies etc.
• Obtain price quotations on certain expenditures and delegate certain responsibilities to members.
• Rank the order of expenditures by their importance and consider which activities are the wisest expenditures of funds.
• Eliminate less essential expenditures or limit expenditures.
• Revise, review, coordinate, cross-reference and assemble into a final budget that is flexible to anticipate conditions which might have been overlooked during the planning process.
• Once approved, adopted and prepared it should be closely managed and general policies and procedures are required to achieve objectives.
• Keep an accurate log of financial transactions (income and expenses) and check and balance records periodically;
• Control costs by only allowing approved expenditures.
• Assess budget at any given point of time during the budgeted period.
• After the budget period has lapsed, determine the outcome of each expense and revenue.
• Judge and review actual cost in order to establish.
• Judge and review actual cost in order to establish priorities for the next budget period.

Identify opportunities and take action to build strategic relationships between one’s area and other areas, to help achieve business goals.

• Analyse the organisation and own area to identify key relationships that should be initiated or improved to further the attainment of own area’s goals.
• Exchange information with potential partner areas to clarify partnership benefits and potential problems; collaboratively determines the scope and expectations of the partnership so that both areas’ needs can be met.
• Collaboratively determine courses of action to realize mutual goals; facilitates agreement on each partner’s responsibilities and needed support. Formulates action plans.
• Places higher priority on organisation’s goals than on own area’s goals: anticipates effects of own area’s actions and decisions on partners: influences other’s to support partnership objectives.
• Implements effective means for monitoring and evaluating the partnership process and the attainment of mutual goals.

Requirements

• Grade 12 and life insurance related training programmes on NQF 5 level.
• Comply with FAIS legislation for registration as Fit and Proper individuals
• 140 Credits at NQF Level 4
• Be in possession of a tertiary qualification in marketing or sales
• RE 1 and RE 5
• Proficient in MS Office Suite (MS Word, MS Excel, MS PowerPoint).
• Up to 5 years’ experience including 2 years relevant supervisory experience.
• Intermediate level negotiation skills.

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Description

Key Performance Areas:

• Coffining of the deceased
• Obtain all legal documentation
• Maintain all funeral records and to file them
• Assist funeral conductor to ensure that all is completed and checked before funeral takes place in incorporation with funeral conductor
• Maintain Company Policy and Standards
• Promote good hygiene standards in the mortuary
• Cleaning of the mortuary and fleet
• Ensure that all administration is up to date.
• Liaise regularly with the , driver, clerk and admin head, to ensure that any queries are responded to and finalized no later than 24 hours before repatriation
• Ensure that regular backups of data and administration are completed daily;
• Ensure the accuracy and completeness of all coffining;
• Perform other reasonable duties as assigned by the assistant facility manager

Requirements

Minimum Qualifications 

• Matric (Grade 12) 
• Valid driver’s license 

Knowledge and Experience

• 1- 2 years’ experience in the funeral industry i.e. Burials / Cremations and knowledge of documentation needed for burials/ cremations. 

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Description

Essential Function and Basic Responsibilities

• Providing expert and professional advice on all remuneration issues by researching remuneration practices to ensure that the HR Manager: Remuneration and Benefits has expert, precise information regarding the market approach.
• Manage the remuneration team to deliver and achieve set objectives and targets in the Remuneration space.
• Guide the team to ensure best practice and standards control procedures are implemented and followed.
• Consult and co-network with the market (remuneration consultants and specialists) on matters of remuneration to ensure that information is obtained on the latest developments within organisations locally and abroad. 
• Network with remuneration consultants to obtain updated information on the latest remuneration products and approaches available in the South African and global market.
• Liaise and network with remuneration specialists from other companies especially within the same industry to remain informed about industry related best practise remuneration practices.
• Use research ability to continues monitor the Group’s remuneration dispensation.
• Coordinate and Conduct research in areas regarding remuneration to enable analysis and prediction of market trends. 
• Oversee continuous market research relating to Group with the view of strategically positioning the company’s procedures and policies and discuss with Manager: Remuneration and Benefits.
• Providing solutions to the Manager: Remuneration and benefits that includes design consideration for new programs and the implementation of development plans.
• Leads and assist in project specific research and costing.
• Responsible for the identification of any remuneration risks, resolve under guidance of manager: Remuneration and Benefits and mitigate risk where possible and escalate any risk or issues requiring for Remuneration Lead for intervention, timeously.
• Reports on monthly Quarterly and Annual basis on different metrics used.
• Provide guidance to line managers in the application of various HR and Remuneration policies

Employment Equity 

• Oversee the HR Practitioner: Transformation on all EE related matters and report back to General Manager: Human Resources who is also the Group Senior EE Manager;
• Assist the General Manager: Human Resources by overseeing the following:
• Target setting and 5 year EE plans settings for Society, Funeral and Industries;
• Monitoring of targets on a monthly and quarterly basis;
• Assist with documentation of the EE and Skills Group Committee;
• Training of committee on EE related issues;
• Oversee EE plan implementation;
• Assist with reporting to Transformation committee and Board in EE related matters.
• Manage the compilation of EEA2 (HR Practitioner: Transformation) and EEA4 (Remuneration Specialist) for submission to Department of Labour after approval of the Chief Executive Officer.
• Oversee monthly, quarterly and annual reporting on EE stats and the Group’s accomplishments of set targets.
• Oversee DoL EE inspections where payroll/remuneration information is requested. 

Workforce planning and manpower budget of the Group

• Under the guidance of the Manager Remuneration and Benefits coordinate the annual salary and workforce budget submission to the Finance Department.
• Laisse with the ICT department on the readiness of the Manpower Budget System and implement changes where required.
• Train new line managers on the Manpower Budget System and submissions required.
• Coordinate communication send to all Managers and General Managers in connection with remuneration budget timelines and expectations.
• Assist Managers and General Managers with the remuneration information and structures to support their recommendations for budget submission.
• Oversee the compilation of the headcount documents (Total Headcount, Additional positions and Vacant positions), by extracting and analysing data, collating all received submissions and communicate promptly to relevant users of the information. 
• Extract information from payroll, clean and prepare the data in order to compile the budget worksheets per cost centre.  Ensure that that all approved budget principles (eg expected increases, estimated expenditure, additional headcount, bonus principles, applicable benefit costs etc.) are included in the worksheets compiled for every Business Unit for discussion and linking purposes.  Provide all General Managers with a costing indication to guide decision making. 
• Ensure that all submitted recommendations are provided to the Remuneration budget committee for discussion purposes.
• Finalise the annual budgets by ensuring that all headcount, budget principles and structural changes that impacts cost allocations has been taken into consideration on the work sheet and by linking it to the approved budget template for submission to finance department.
• Present the salary budget to the budget committee by taking them through the salary budget line by line, explaining deviations in expected expenditure, anticipated cost and reasons for year-on-year deviations. Obtain the committee’s approval to finalise and if need be implement requested changes.
• On approval of the budget by Exco, provide finance with a monthly breakdown of the salary budget ensuring that planned changes align to the indicated implementation dates. 
• Provide finance with a final bonus allocation for the financial year based on the feedback received from the approved bonus pools.
• Control and manage budget cost and report monthly to finance on any deviations.
• Advise the remuneration team on changes that were approved and oversee the implementation of such changes in order to reflect correctly on payroll and position allocation. 

Job evaluations 

• Oversee job evaluation process done by Remuneration Specialist under guidance of the Manger: Remuneration and Benefits.
• Identify changes that may impact job grading by considering reporting structures, job purpose, possible overlap in responsibilities, accountability and unique/specialist areas of the work required.
• Verify noted changes and assist with providing updated organigram information indicating the anticipated changes for recommendation to EXCO and evaluation by service provider.
• Provide input into recommendation process of the proposed evaluation.
• Evaluate if job description changed more than 30% in accountability and document appropriately.
• Present the proposed changes to Remuneration management to consolidate feedback  

Annual Remuneration review process

Actively participate in the annual remuneration review process:

• Oversee the development of relevant general salary scales by ensuring that relevant, benchmarked marked data, scale build principles and cost impact is considered.  
• Assist the Manager: Remuneration and Benefits and the Remuneration Lead in compiling the proposed annual increase principles for consideration by the PPC.
• Oversee and coordinate the compilation of annual salary review process for General employees within the Group.  Ensure that all approved principles are incorporated in the calculations for increase purposes to ensure the intended outcome.  Test all calculations against various scenarios to ensure validity of information.
• Assist the Remuneration Lead in providing various cost analysis and scenarios to assist decision making.
• Prepare increase documentation and summaries for the People Practice Committee;
• Provide increase information for the Payroll team to implement, ensuring that correct breakdown of all package structuring including benefits in the remuneration space are taken into account.
• Oversee the increase communication process ensuring the correct information is communicated promptly, confidentially and as directly as possible.  Checking that extracted information is formatted and merged to approved templates.  Liaise with ICT and other relevant solution providers in applying the best solution available for the communication process.  
• Assist the team with increase queries and feedback on the dedicated communication channel.
• Test implemented increases back to the increase sheets and advise on any adjustment that need to be made.

General activities 

Performs miscellaneous job-related duties as assigned.

• Provide relevant information to the Social and Ethics - and annual integrated report.
• Provide input on General Manager’s recommendations to be submitted to Exco by gathering information from the remuneration specialists on job evaluation, reviewing cost impact and budget.
• Provide costing and remuneration overview to General Managers and Managers on costing of new structures
• Assist the Training Department by conducting induction training sessions for new staff on remuneration related information.
• Sign off on all general employees offers of employment as part of the recruitment process.
• Provide specialist support in the offer-process by analysing the income of candidates and proposing an offer aligned to remuneration standards and practises. 
• Provide specialist support to more senior employees on all remuneration related issues e.g. package structuring, understanding their TGP and payslips, increase related feedback etc.
• Advice to junior employees will be provided by team members.
• Oversee the job management process on the Human Resources Information System (HRIS) to ensure that the available positions on the system reflects the approved structure and headcount.  
• Consolidate information to construct a draft monthly report (payroll/pension and remuneration info) for submission to Remuneration Lead.
• Verify the information collated for the annual Equal Pay for Work of Equal value document.
• Liaise with the Performance Management Department in ensuring the capturing of all performance scores for the compilation of bonus pool documents and increases.
• Compile departmental bonus pools based on scores provided by Performance Management team and aligned to the approved bonus principle for payment in November of the applicable year, liaise with management on the approval of these score before submitting it to People Practice for final approval.
• Provide information for internal and external audit processes. Analyse any relevant findings, implement and monitor changes to minimise risk for the Group.
• Manage the equal pay for work of equal value investigation performed by Remuneration Specialist to ensure that work product is complete with explanations for all variances 
• Administer all ad hoc changes to remuneration:
• re-evaluation of a position; 
• allocation of subject allowances for Actuarial students;
• approved progression adjustments;
• RE qualification adjustments;
• Adjustments aligned to PDP agreements etc.
• Effective Management of department.
• Manage the remuneration team in accordance with agreed policies and procedures, standards and legal requirements under the direct direction of the Manager: Remuneration and Benefits.
• Manage remuneration team workload distribution to meet operational requirements.
• Identify training needs of new and current personnel in department to ensure that members are able to perform their duties at the required level.
• Provide day-to-day support through feedback, coaching and training employees by means of either on-the-job training/coaching or mentoring as well as formal internal/external training courses.
• Select, develop and maintain suitable manpower capabilities for the department under the direction of the manager.
• Manage discipline to prevent disruption of workflow and ignoring established/approved procedures.
• Maintains employee confidentiality and protect remuneration information by keeping information confidential.
• Action and correct deviant behaviour where necessary/possible to prevent eventual dismissal due to insufficient interventions.
• Mentor, manage and develop direct subordinates – this includes continuously providing feedback to ensure that team members perform at optimum productivity levels. 
• Manage performance using the performance management process.
• Provide technical direction to direct reports.
• Manage the leave allocation of subordinates to ensure the organisation’s requirements are met.

Requirements

• Matric
• Degree or Three (3) year Diploma in Human Resource
• Effective functioning in MS Office Suite (MS Word, MS Excel Advanced and Power Point) and Sage People.
• Exposure to all relevant legislation.
• Global Remuneration Practitioner (GRP) certification.
• Up to 8 years ‘experience in Human Resource Management in specific Remuneration including:
• 5 Years in supervision of a remuneration environment
• Up to 5 years practical experience of HR systems and software
• 4 Years’ experience as general HR Practitioner
• 1Year experience in job evaluation methodology and relevant systems
• HR experience required with specific experience gained in the benchmarking and pay design areas 
• Salary and personnel administration management.

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Description

We are looking to hire a meticulous Outgoing Mail Clerk with excellent communication and time management skills. You will be working for a company that is over 100 years old with strong values, which are customer centric. 

Receiving of mail

• Receive mail from different departments via orange files.
• Sort mail according to life Office and Funeral Offices
• Fold and insert letter in envelopes.
• Ensure that letters are placed in their relevant cubicles /pigeon holes for collection by AVBOB messengers and for posting.

Priority mail.

• Receive mail from different departments.
• Ensure that all the envelopes are signed for approval by department heads.
• Verify and record mail in the mail register book before dispatch.
• Complete and paste waybills on the flyer bags.
• Peel one tracking number on the flyer bag and paste it in the main register book.
• Insert mail in flyer bags and arrange with courier Services for pick-ups.
• Liaise with relevant department with regards to tracking numbers.
• Files waybills in date order for easy referrals and enquiries

Adhoc duties.

• Assist with telephone queries and enquiries.
• Assist in the department as and when necessary to achieve the department overall objectives.

Housekeeping.

• Ensure that workstations are kept neat and tidy at all times.
• Ensure that the overall department is kept neat and tidy at all times. 

Requirements

• Grade 12
• 1-2 years’ general office work experience

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Description

We are looking to hire a meticulous Clerk with excellent communication and time management skills. You will be working for a company that is over 100 years old with strong values, which are customer centric.

• Process invoices and payments as per Finance policy and procedure.
• Follow up on all invoices not received on time.
• Make sure that all invoices are processed before month end closure.
• Process journals for review before month end.
• Complete creditor account reconciliations.
• Maintain a filing system for all documentation.
• Identify invoices that have errors in them and make sure that changes are done to correct them before payment is processed.
• Follow-up with the supplier for outstanding invoices.
• Clear queries on General ledger reconciliation.
• Attend to all enquiries

Requirements

• Grade 12 with Mathematics/Accounting
• One (1) Year's experience in the creditors accounts or Finance department
• Numerical skills

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Description

We are looking to hire a meticulous Senior Clerk with excellent communication and time management skills. You will be working for a company that is over 100 years old with strong values, which are customer centric

• Daily capturing of bank statements
• Daily checking and confirmation of bank detail changes
• Assisting Internal and external auditors with information during audits.
• General enquiries of unknown items on bank transactions

Requirements

• Grade 12 with Accounting
• Post graduate qualification will be advantageous
• 2 years or more of experience in a similar role / finance department

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Description

RESPONSIBILITIES INCLUDE:

• Transporting of mortal remains domestically and outside of borders of SA.
• Driver would require a passport.
• Transfers of mortal remains between branches.
• Multiple deliveries in region of operations.
• Keeping vehicle clean and safe and maintained it according to manufacturing standards.
• Loading and off-loading of vehicle.
• Excellent ability to deal with difficult customer related problems.
• Must be willing to work overtime, weekends, public holidays if needed.
• Prepare all paperwork and delivery notes as per defined procedures.
• Ensure that delivery vehicles are in good condition.
• Assist as and when necessary to achieve the department’s objective.
• Adhoc duties

Requirements

QUALIFICATIONS REQUIRED FOR THE POSITION:

• Grade 12
• Valid EB divers license or higher
• Valid PDP
• Valid Passport
• Clear Criminal Record

EXPERIENCE REQUIRED FOR THE POSITION:

• 3 Years driving experience.
• Valid motor vehicle driver’s licence (EB or higher). 
• Willing and able to travel extensively.

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Description

AVBOB, in partnership with INSETA, is hosting a Long Term Insurance Unemployed Learnership programme, NQF Level 4, 140 credits. Learnership is a structured work based learning programme that includes theoretical learning through an accredited training provider and practical experience in the workplace that leads to registered qualification. 

• North-West 
• Mmabatho Life
• Potchefstroom
• Klerskdorp

Requirements

• Grade 12 with English, Mathematics / Maths Literacy/ Accounting
• Need to be willing to work in our offices in any of the provinces.
• Need to be willing to work in our offices in any of the provinces.
• Must be in the possession of a valid matric certificate with English, Maths / Maths Literacy/ Accounting
• Must be between the ages of 18 and 35.
• No previous learnerships attended.
• Must not be engaged with any other studies from 01 March 2024 to 28 February 2025
• Must be residing in the mentioned Provinces
• Computer Skills
• Must be a South African citizen.

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Description

AVBOB, in partnership with INSETA, is hosting a Long Term Insurance Unemployed Learnership programme, NQF Level 4, 140 credits. Learnership is a structured work based learning programme that includes theoretical learning through an accredited training provider and practical experience in the workplace that leads to registered qualification.

• Northern Cape 
• Kuruman Life
• Kimberley Life
• Hartswater Life
• Upington Life

Requirements

• Grade 12 with English, Mathematics / Maths Literacy/ Accounting
• Need to be willing to work in our offices in any of the provinces.
• Need to be willing to work in our offices in any of the provinces.
• Must be in the possession of a valid matric certificate with English, Maths / Maths Literacy/ Accounting
• Must be between the ages of 18 and 35.
• No previous learnerships attended.
• Must not be engaged with any other studies from 01 March 2024 to 28 February 2025
• Must be residing in the mentioned Provinces
• Computer Skills
• Must be a South African citizen.