Industrial Psychologist

**The appointee should**:

- Be in possession of a NQF 9 (Masters Degree) in Industrial Psychology.
- Have a Certification in specific Psychometric Assessment tools (i.e. CPA, MBTI, EQi, BeQ, Spiral Dynamics, etc.)
- Have at least 5 years experience as an Industrial Psychologist.
- Be registered with the Society of Industrial and Organisational Psychology of South Africa (SIOPSA).
- Be registered with the Health Professions Council of South Africa (HPCSA) as an Industrial Psychologist.
- Have a valid drivers license.
- Be Computer literate in MS Office.
- Excellent understanding of policy and procedure processes, legislation and regulatory requirements in the field of psychometric assessments.
- Ability to work under pressure and meet tight deadlines.
- Self-motivated and a strong team player.
- Be declared medically fit for the position and environment, as determined by a risk based medical examination at the relevant Occupational Health Centre

**Advantageous requirements**:

- Experience in a mining / heavy industry environment.

**Key responsibilities**:

- Implement strategies for the organisational assessment strategy, policies and procedures.
- Review and consistent implementation of assessment policy and procedures.
- Improvement and/or adapting supporting procedures and systems.
- Develop psychometric and competence assessment processes to ensure the standardisation of criteria used for assessments.
- 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.
- Ensure organisational integration of assessment systems and tools and alignment to organisational objectives.
- Create and manage assessment structures and processes for the organisation.
- Manage feedback of psychological assessments and implementation of associated interventions if required.
- Identify specific developmental areas for an individual or team by taking all sourced information into account.
- Analyse quantitative and qualitative data and identify specific themes.
- Identify interventions and programmes for individuals and teams and ensure implementation in conjunction with HRD.
- Incorporate lessons learned from other areas.
- Integrate the functional outputs with the work of other functions in the organisation (i.e. HR Planning, recruitment and selection, Talent Management, etc.).
- Build and maintain relationships with stakeholders across the organisation and externally at all levels and cross-functionally.
- Ensure open communication channels with all relevant psychometric assessment partners.
- Source, negotiate with and contract service providers to deliver relevant psychometric assessments and tools.
- Liaise with the necessary entities on any Psychometric Assessment related requirements and alignment where applicable.
- Collaborate with external service providers regarding the design and implementation of psychometric assessment tools.
- Liaise with relevant stakeholders to determine their assessment needs according to their own operational plans specifically with regards to recruitment and developmental practices.
- Ensure business stakeholders are onboard and take ownership of psychometric assessment recruitment and developmental plans and initiatives.
- Continuously update stakeholders on the progress of psychometric assessments