Centurion: Senior Talent and Learning Specialist posted by Makhado Consulting

• HR Degree or related (NQF7 or above).
•  Legislative framework (SAQA requirements, Skills development statutory requirements knowledge).
•  Return on Investment knowledge and Root cause/needs analysis skills.
• Project Management – Planning, executing, and overseeing talent development projects from inception to completion.
•  Creativity- Designing engaging and effective talent development programs .
• Presentation Skills- Confidently delivering talent sessions and workshops to diverse audiences.
•  Adaptability- Staying flexible and adjusting talent development strategies to meet the evolving needs of the organization.
•  Coaching and Mentoring – Guiding employees through personalized development plans
• and providing constructive feedback.
•  Interpersonal Skills – Building strong relationships with employees, stakeholders, and leadership to foster collaboration and trust.
• Communication Skills- The ability to convey information clearly and effectively in both 
  written and verbal forms.
•  Time Management: Prioritizing tasks and managing time efficiently to meet deadlines and project milestones.
• Research skills.
• Facilitation skills.
• Understanding of the organizational effectiveness principles.
• Talent management tools – Knowledge of talent management tools such as , learning management system, e-learning, survey and feedback, data analysis, presentation software and coaching platforms.

EXPERIENCE:

•  6 years’ experience in designing  and implementing talent development solutions. 
• Demonstrated ability to interact with all stakeholders at all levels.
• Proven track record of delivering results on time and on budget.

KEY PERFORMANCE AREAS:

• Talent Management Governance – Develop and implement guidelines/policies/ procedures in response to business needs and manage operating risk at targeted levels.
• Talent Management Programmes – Design and implement identified talent development solutions that are aligned to the organization’s talent management framework.
• Assessing learning needs through skills gap analysis and performance evaluations.
• Collaborating with Stakeholders – Working closely with divisions , HR teams, and leadership to identify and address development needs.
• Managing Talent Development Projects – Plan, execution, and evaluate of talent development initiatives.
• Implementing e-learning solutions and instructor-led training to enhance learning experiences. 
• Evaluating and Measuring Program Effectiveness- Assessing the impact of talent development programs through feedback, performance metrics, and continuous improvement.  
•  Staying Current with Industry Trends- Conducts research, keeps abreast of latest development and provides input on talent management practices and processes and the integration of practices across the HR function. innovative solutions.
• Technical Talent Management – Provide technical guidance, advisory and facilitation to internal stakeholders across all expertise of learning and talent, including but not limited to; employee onboarding, performance management, talent reviews, succession planning, organizational and personal development planning, mentoring and coaching, employee experience, reward and recognition and skills development.

TALENT MANAGEMENT EXECUTION:

• Implement  the entire Learning and development value chain (ADDIE Model or similar, needs analysis, learning plan, WSP, ATR, competency frameworks, linking competencies to interventions, 70-20-10 learning principle) in compliance with relevant skills development legislations.
• Develop and facilitate the functional implementation of the FIC onboarding program. 
• Initiate, support and implement any other human resources and development business needs that may arise.  Put mechanisms in place to measure the effectiveness of all learning and talent activities, with a specific focus on the benefits delivered to the organization. Take corrective action where necessary. 
• Facilitation of group sessions, staff engagement sessions, stakeholder consultations and focus groups as required.

ORGANIZATIONAL DIAGNOSTICS:

• Make use of data and stakeholder feedback to locate the root cause of organizational talent related problems and inform appropriate solutions and interventions.
• Uses data analytics to offer focused insights from across the L&D and talent portfolio.
• Make use of organizational design methodologies to diagnose talent related challenges.
• Proactively seek feedback from stakeholder and conduct trend analysis to identify talent issues before they adversely impact on business operations.
• Identify trends /patterns pertaining to internal stakeholder requests and needs to continually improve all aspects of service delivery.
• Perform any other duties as required.

BEHAVIOURAL COMPETENCIES:

• Customer Service:  Knows the customer’s business and/or seeks information about the real underlying needs of the customer, beyond those expressed initially. 
• Flexibility:  Decides how to do something based on the situation.
• Impact and Influence: Adapts a presentation or discussion to appeal to the interest or level of others
• Organizational Commitment:  Acts to support the organization’s mission and goals.
• Commitment to professional learning: Finds out and permanently scans what the latest trends are in the local market (what other organizations’ practices are, new technologies, etc.) 
• Contextual Awareness – understand impact of current events Teamwork: Publicly credits others who have performed well 
• Conceptual Thinking: Makes complex ideas or situations clear, simple and/or understandable to others.
• Achievement Orientation: Makes specific changes within the work system or in own work methods to improve performance.
• Initiative Demonstrates the ability to anticipate and proactively manage all the variables involved, to ensure that critical opportunities for the Centre are not missed.