Talent Development Specialist
Affirmative Portfolios
3d ago
source : JustTheJob.co.za

Talent Development Specialist Sandton R672 480p.a. R700 000p.a. ROLE DESCRIPTION Job summary statement / purpose To facilitate ongoing review of organisation capability requirements, develop a progressive skills development function and lead implementation of talent management strategies and processes, providing operational support by fostering a high-performance culture within The Client and ensuring that all employees embrace the principles of learning and talent management.

KEY PERFORMANCE AREAS (DUTIES & RESPONSIBILITIES) : Skills and Learning DevelopmentConduct organisation capability assessment to determine performance and competency gaps.

Implements mechanisms to measure the effectiveness of learning and talent activities, with a specific focus on the effectiveness of the organization.

Develop and implement graduate programs and learnerships as required by the business and for transformation purposes.Monitor and review the progress of trainees through assessments, questionnaires, and discussions with managers.

Act as The Client’s SDF and manage relationships with external stakeholders including service providers, Inseta and industry bodies.

Regularly review the L&D landscape and ensure training material, policies and procedures remains relevant and meets key business needs.

2. Talent, Career and Succession planningCollaborates with the Human Capital Business Partners to formulate a workforce plan that reflects the capability requirements of the organisation for the strategy term.

Coordinates and facilitates talent annual talent review and succession planning process to determine talent risks and opportunities for The Client.

Facilitates the implementation of successor and talent development plans to fast track candidate readiness, including coordinating assessments, coaching, and advising on relevant learning interventions.

Engages with staff and management on measures to enable effective career planning and management.Facilitates the implementation of the retention strategy for critical talent segments.

Work with the HCBP to formulate talent development plans for HIPPs and Succession candidates and oversee the progressive implementation of the development plans.

Provide specialist guidance and facilitation of group sessions to stakeholders across all the of learning and talent value chain, including : Performance managementTalent reviewsSuccession planning and retentionHIPO development approachesOrganizational and personal development planningCareer development and planningOversee the design and effectiveness of the new employee onboarding program to meet the needs of the new, hybrid mode of working.

3. Organisational DiagnosticsMake 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 talent effectiveness value chain.Make use of organisational design to identify trends / patterns pertaining to customer requests and needs to continually improve all aspects of service delivery.

Proactively seek feedback from stakeholder and conduct trend analysis to identify talent issues before they adversely impact climate and performance.

4. Policies and ProceduresContribute to identifying process improvement in policies and / or procedures for identified areas e.

g., Performance Management, EVP etc.Research latest development in management, leadership and organization development areas and keep abreast to serve as a subject matter expert and consult to organization regarding critical people issues.

5. Reporting and AlignmentReport on talent and succession profile and flag potential risks as applicable.Compile climate / engagement survey report with recommendations of areas for improvement.

Qualifications and Experience : Minimum of a bachelor’s degree (Industrial Psychology, Business Management or similar)Preferred Post graduate qualification5 years’ experience in talent development / learning and development role3 years of relevant experience in an SDF / facilitation role5 years in human resources / people management environment Knowledge : Knowledge of the skills development act and other related legislationKnowledge of short-term insurance sectorSystems thinkingNational Treasury reporting requirements for Schedule 3A entitiesOrganisational effectiveness analysis techniques Technical Skills : Strategic sightedCommunicationReport Writing skillsData and trend analysisFacilitation skillsNegotiation skillsResearch and benchmarkingStrategic planning Competencies : Ability to work under pressureAssertivenessBusiness acumenFlexibilityEffective communicatorResults drivenStress tolerancePersuasiveness CLOSING DATE FOR APPLICATIONS : 13 MAY 2022

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