EDUCATION, SKILLS AND EXPERIENCE: 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 organizations 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.
