Our client, a leading IPP based in Johannesburg, is looking for a skilled Talent Manager to join their team. This role is based in JHB, and you should have flexibility to travel throughout SA.

Job Overview

The Talent Manager is responsible for the organizational development, talent management, culture, learning, recruitment and engagement & retention activities at country level. 

Responsible for country wide design, governance and delivery of ; 

• Managing a diverse talent pool of Employees and support them to grow to their full potential and contribute to the HR strategy of the company.
• Drive implementation of effective functional programs, processes and activities related to Talent Management, Learning and Development, Organizational Development, Diversity, Equity and Inclusion, Employee engagement and retention for all business.
• Deploy company corporate initiatives and cascade across entities of South Africa.

Requirements

Essential Qualifications and Experience

• Degree in Human Resource Management /Industrial Psychology.
• Registration as Industrial Psychologist with HPCSA ( preferred).
• At least 10+  years’ experience in Human Resources of which 3 should have been at a management level and experience in functional/specialist area.

Technical  Knowledge

• Change management
• Legislative requirements
• Talent management
• Performance management
• Work design

Behavioural Competencies

• Adhering to principles & values
• Relating and Networking
• Persuading and Influencing
• Writing And Reporting
• Presenting and Communication Information
• Applying Expertise and Technology
• Analysing
• Learning and Researching
• Creating and Innovating
• Delivering results and Meeting Customer Expectations
• Achieving Personal Work Goals and Objectives
• Entrepreneurial and Commercial Thinking

KPIs and Responsibilities

Talent and Performance Management:

• Develop and manage a talent and performance management framework.
• Design an integrated process to ensure the effective management of development programs.
• Provide systems and processes to business to conduct performance reviews, compile individual development plans and performance agreements.
• Manage the identification and implementation of succession plans.
• Analysis, reporting, monitoring and interpretation of data.
• Provide support to business during formal review cycles.

People Position Review (PPR)

• Ensures and records ongoing performance and development conversations between Line Managers and Employees and keep a record of past performance and expectations for work moving forward.
• Organize and participate the People Position Review discussions and the regional calibration process. Collate and analyse data and work on action plans derived from this process
• Identification and follow-up Key People
• Succession Planning
• Nomination and validation of new Boosters, coordination with Hub Talent managers

Career Discussions / Individual Development Plans

• Manage and coordinate the development journey for the key people & talents (Boosters, key people) including 1:1 coaching sessions with participants.
• International or cross functional Mobility  (Career Support)

Employee Assessment

• Develop psychometric and competence assessment processes to ensure the standardisation of criteria used for assessment.
• Ensure compliance to HPCSA code of practice, standards and legislation.
• Continuously monitor the utilisation of assessment material to ensure standardised delivery of assessments within legal and policy standards.
• Management of preferred providers.

Job Design

• Drafting roles to obtaining sign off within the governance framework.

People Management

• Review and approve labour plans around operational targets.
• Provide leadership and inspire team members towards high performance.
•      Ensure team members have an Individual Performance Agreement and Development Plan in   place and that it is updated timeously.
• Create opportunities for development through participation and involvement in new business or technology enhancement projects for team members.
•     Provide coaching to team members on an ongoing basis

Learning & Development

• Develop learning experiences that satisfy identified operational and strategic needs in the country.
• Management of the training budget and learning partners relationship
• Develop and manage learning & development solutions across country
• Manage eLearning platform
• Manage and coordinate the coaching needs

Mentorship

• Design and develop a mentorship governance framework.
• Report on mentoring relationships.
• Guide and advise the business on mentorship best practice.

Engagement Surveys

• Manage and coordinate the employee engagement survey
• Manage and coordinate the wellbeing activities
• Teambuilding activities

Diversity Equity and Inclusion

• Manage, animate and coordinate the DEI Roadmap and Fifty Fifty Program, WiN (Women in Network) across SA.
• Support cultural transformation through deployment of Group programs