Explore the Pepkor Lifestyle Learning and Development Administrator job in Sandton. Find the requirements, qualifications, responsibilities and application deadline of 11 September 2026.
A Learning and Development Administrator does much more than keep training records in a spreadsheet. In a large retail business, the person in this role helps turn learning plans into organised programmes that employees, managers, interns and learners can actually participate in.
That is the thinking behind the Learning and Development Administrator position currently advertised by Pepkor Lifestyle in Sandton, Gauteng. It is a permanent Human Resources role within the Pepkor Lifestyle Corporate – Group Human Resources division, with applications closing on 11 September 2026.
For someone who has already gained experience in HR, training administration or learning and development, this is the kind of position where strong organisation can have a surprisingly broad impact. One day may involve coordinating a training intervention; another could involve checking learner records, preparing reports, working with stakeholders or helping maintain digital learning content.
The vacancy was posted on 17 August 2026, and the employer identifies the minimum experience level as Associate.
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This is an HR role with a strong learning focus
It is easy to look at the job title and imagine someone spending most of the day arranging training sessions.
There is certainly an administrative side to the job, but the responsibilities go considerably further.
The successful candidate will support the group’s Learning and Development initiatives and help improve the processes through which employees access learning opportunities. That includes coordinating workshops, training programmes and other learning activities while keeping the underlying records accurate.
This matters because learning in a large organisation needs structure.
Employees need to know what training they are expected to complete. Managers need reliable information. HR teams need accurate records. Programmes involving learners and interns need to be monitored. And management may need reports showing participation, completion and other learning-related information.
The administrator sits close to many of these moving parts.
What makes this position different from ordinary HR administration?
The role sits within Human Resources, but its focus is specifically on employee learning and capability development.
That means the successful candidate needs to be comfortable with both people and processes.
You might be dealing with an employee who has a question about a learning programme, while also checking whether training records have been updated correctly. You may need to coordinate with an external service provider while ensuring that the relevant internal documentation is complete.
The job therefore rewards someone who can switch between communication, administration, data and problem-solving without losing track of detail.
For candidates who enjoy HR but are particularly interested in how employees develop their skills, this can be a more focused career direction than general HR administration.
The administration behind successful training
One of the less visible parts of workplace learning is the amount of administration required to make it work.
The vacancy requires the administrator to maintain accurate and current training records and the Learning and Development database. The role also involves monitoring participation and completion and ensuring that supporting documentation is properly maintained.
That may sound routine, but accuracy matters.
A training record is not simply another spreadsheet. It can help the organisation understand who has participated in a programme, what has been completed and where gaps may exist.
This is why attention to detail is one of the attributes specifically listed for the position.
A person who frequently loses track of dates, documents or small changes in information would probably find this environment challenging.
There is also a digital learning side
Another interesting aspect of the position is its involvement in e-learning and digital learning content.
The successful candidate will develop and maintain learning materials for e-learning environments and other training interventions. They will also assist with creating engaging content that is relevant to employee and business development needs.
This does not necessarily mean the applicant needs to be a professional instructional designer. However, the vacancy does indicate that experience developing learning materials for digital environments would be valuable.
Experience with a Learning Management System (LMS) or e-learning platforms is also listed as advantageous.
That makes digital confidence increasingly useful for someone building a career in Learning and Development. Knowing how to work with digital learning platforms can complement traditional HR and administrative skills.
Reporting is a serious part of the job
There is another side of the position that applicants should understand before applying: reporting and compliance.
The role involves maintaining training data and producing reports for the Group, including information connected to WSP/ATR, Employment Equity and BBBEE reporting requirements.
It also involves W&RSETA administration relating to learnerships, internships and other applicable programmes.
In practical terms, this means the successful candidate needs to be comfortable working with information that must be accurate, properly recorded and available when required.
The vacancy also refers to maintaining documentation for audit and compliance purposes and assisting with tracking learning programme expenditure, participation and outcomes where necessary.
So, while the role has a people-development purpose, it is not purely people-facing. Data accuracy and administrative discipline are central to the position.
W&RSETA knowledge could give an applicant an advantage
The employer specifically says knowledge of W&RSETA processes, particularly those involving learnerships and internships, would be advantageous.
That wording is important.
It is presented as an advantage rather than the basic requirement that every applicant must already have extensive W&RSETA experience. Nevertheless, candidates who understand how learnership and internship administration works may have a useful head start.
The role itself includes coordinating learnership and internship programmes, supporting recruitment and selection, assisting with onboarding and keeping programme records up to date.
It also involves communicating with internal stakeholders, external service providers and relevant SETA representatives.
For someone who has previously worked with workplace-based learning programmes, these responsibilities may feel familiar.
The learnership and internship component adds another layer
This position is particularly relevant to people who have experience coordinating programmes for young talent.
The administrator will support the administration and delivery of learnership and internship programmes, including talent planning and acquisition activities.
The work does not stop once learners or interns are selected. The role includes supporting onboarding, administration and progress monitoring.
That means the administrator needs to be able to follow a programme from beginning to end rather than focusing on a single administrative task.
This is one reason planning and prioritisation appear among the required attributes.
There may be several programmes operating at different stages at the same time, each with its own deadlines, documentation and stakeholders.
Who is Pepkor Lifestyle looking for?
The minimum academic requirement is Grade 12, but matric alone is not enough for this particular professional role.
The employer also asks for a relevant qualification in Human Resources, Learning and Development, Education, Training or a related field.
Previous experience in Learning and Development, Training Administration or a related HR environment is also required.
Experience with learnerships and internships, LMS platforms and the retail environment is described as advantageous.
The vacancy therefore appears much better suited to an applicant who has already started building a career in HR or workplace learning than to someone looking for their first job after matric.
That distinction is worth making clear because the Grade 12 requirement on its own could otherwise create the wrong impression.
The strongest candidates will combine people skills with precision
The list of attributes gives a useful picture of the working style expected.
Pepkor Lifestyle highlights:
- Customer responsiveness
- Planning and prioritising
- Attention to detail
- Analytical thinking and sound judgement
- Learning agility
- Communication and interpersonal skills
- Relationship building
- Teamwork and collaboration
- Self-management
- Excellence orientation
- Innovation and continuous improvement
This combination tells applicants something important.
The ideal candidate is not simply an administrator who follows instructions. The business is also looking for someone who can identify opportunities to improve processes and contribute to a better employee learning experience.
At the same time, creativity cannot replace accuracy. Reports still need to be correct, records still need to be maintained and deadlines still need to be met.
Excel and PowerPoint are worth taking seriously
Strong Microsoft Office skills are specifically requested, with particular emphasis on Excel and PowerPoint.
For this role, those tools can have practical applications beyond basic office work.
Excel may be useful when working with training information, records and reports, while PowerPoint can support learning materials and presentations.
Applicants should therefore be prepared to explain how they have used these tools in a real working or academic environment.
Instead of simply writing “Microsoft Office” on a CV, it can be more useful to demonstrate the level at which you have used the relevant applications, provided that information is truthful.
What the Sandton location means for applicants
The position is based in Sandton, Gauteng, and it is permanent.
That makes location an important practical consideration. Applicants should make sure they understand where the workplace is and whether they can realistically manage the daily commute.
For a permanent position, transport costs and travel time can have a significant effect on your working routine.
It is better to consider this before applying than after receiving an interview invitation.
How to approach the application strategically
If your background matches the requirements, do not treat your CV as a list of job titles.
This vacancy has several distinct themes: Learning and Development administration, training coordination, reporting, compliance, digital learning, learnerships and stakeholder support.
Your CV should make the relevant experience easy to find.
For example, if you have maintained training records, coordinated workshops, assisted with learnership administration, worked with an LMS or prepared HR reports, those details are more useful than a vague statement saying that you are “hard-working”.
The same principle applies to your interview preparation.
Be ready to discuss how you manage competing deadlines, protect the accuracy of confidential or important records, communicate with different stakeholders and respond when a training programme does not go according to plan.
A role for someone who wants to grow within HR
The Learning and Development field can offer an interesting career path because it sits between people management, business performance and skills development.
Someone starting in an administrative position can potentially develop deeper expertise in training coordination, learning systems, talent development, compliance, instructional design or broader HR functions over time.
That does not mean this particular position guarantees promotion or a specific career progression. Rather, the responsibilities provide exposure to several areas that can be useful for someone who wants to build a longer-term career in workplace learning.
Before you apply
This is not an entry-level vacancy simply because Grade 12 appears among the qualifications.
If you want to strengthen your overall approach before submitting your application, our Job Application Guide covers practical ways to prepare for vacancies and avoid common application mistakes.
The combination of previous HR or Learning and Development experience, a relevant qualification, reporting knowledge and programme administration makes it more appropriate for someone who has already developed professional workplace skills.
If that sounds like your background, take the time to tailor your application rather than sending the same CV you use for every HR vacancy.
Pay particular attention to evidence of training administration, reporting, learnership or internship coordination, digital learning, stakeholder communication and Microsoft Office skills.
And because the closing date is 11 September 2026, applicants should avoid waiting until the final day to submit. Before submitting your application, applicants should check the official Pepkor careers information for the latest vacancy details and application instructions.
What this opportunity tells us about Learning and Development careers
The interesting thing about this vacancy is that it shows how much work happens behind a company’s learning culture.
Employees may see a workshop, an online course or a learnership opportunity, but behind each one are people coordinating schedules, records, content, reporting, compliance and communication.
That is the space this Learning and Development Administrator will occupy.
For an experienced HR or training professional who enjoys bringing order to complex programmes while helping people develop their capabilities, the Pepkor Lifestyle role in Sandton could be a meaningful next step. The strongest applicants will likely be those who can demonstrate not only that they are organised, but how their organisation has helped learning programmes run more effectively.
Applications close on 11 September 2026.