Senior Officer: Talent Learning

**Why us**

The People Management tribe are a team of focused professionals who provide the full range of people management services to the organisation. Every member of our tribe has strong work ethic and a positive “can-do” attitude, enabling them to ultimately deliver service excellence. We do this while being mindful that work is a part of who we are, not who we are. To this end, we offer a hybrid working environment that allows for work/life integration.

**Why you** The Senior Officer: Talent, Learning & Development** supports the operation of the WCPP by contributing to the delivery of the People Management strategic and operational plans, working closely with the People Management team and other units/Directorates within WCPP.
- Talent Management
- Learning & Development
- Performance Management
- Employee Wellness
- Change Management

The role will manage, plan, and set their own priorities based on overall direction from the Manager: People Management. This position is responsible for the execution of standard company-wide programs, actively seeking opportunities for invention, simplification and problem solving of standard work programs. Together with the Manager: People Management, this role is one of the principal associate-facing roles for People Management.

WCPP has adopted a hybrid working model. We therefore require individuals who are resilient, able to self-manage and deal effectively with ambiguity.

**To be considered you need**:

- Degree in Human Resource Management or Industrial / Organisational Psychology
- Certified Skills Development Facilitator
- Minimum of 5-7 years hands on experience in Talent Management and Employee Development
- Possess the ability to define, develop and articulate Learning & Development strategies and intervention
- Demonstrated success in developing and deploying Learning Projects, Interventions, Programmes and solution, preferably within diverse workforces

**You will be a great fit if you have an in-depth understanding of the following**:

- Sound knowledge of HR management systems and processes
- Resilience and the ability to cope with pressure
- Integrity, reliability and well-developed interpersonal skills to interact with individuals across all levels in the business
- Service orientation/ People centric
- Excellent attention to detail
- Proactiveness
- Problem solution analysis
- Strategic, critical, and creative thinking that aligns to the organisational strategy
- Ability to coach, mentor and develop others
- Ability to work independently, in a team and open to guidance
- Strong interpersonal and communication skills
- Exceptional computer skills (MS 365)

**Knowledge and in depth understanding of the following**:

- Skills Development Act, BBBEE, EE, BCEA, LRA and other relevant legislation
- Organisational Design Best Practice and policies
- Change Management practices
- Organisational & Industrial Psychology and Best Practices industry related trends and Wellness
- Stakeholder Management Principles
- HR Value chain
- Talent Management practices

**Duties & Responsibilities**
- Execute effective workforce planning practices to ensure that staffing requirements are accurately forecasted.
- Create a positive work climate and culture to energise employees, give meaning to work, minimize work disruption, and maximize employee productivity.
- Demonstrate exemplary leadership behaviour, through personal involvement, commitment, and dedication in support of organisational values.
- Ensure alignment between OD interventions, business’ objectives and the People Strategy.
- Drive a culture that guides and directs best practice, fostering an environment of continuous learning, improvement, and cohesiveness.

***
**Talent Management**
- Recruitment & Selection (Select and recruit suitably qualified talent in line with Employment Equity principles and WCPP values).
- Responsible to ensure that psychometric assessments used are in line with the outcome to be achieved. This includes individual assessments for recruitment, development, talent management as well as team assessments.
- Utilise talent management practices to identify and develop future key specialists and leaders and retain current talent.
- Design and develop learning interventions in line with talent management.
- Align learning initiatives to skills gaps identified at an individual and functional level.
- Monitor the implementation of development plans and ensure skills targets are driven.
- Design and provide guidance on digital learning solutions in line with learning and development strategy.
- Develop and implement learning and development strategies that provide a holistic approach to learning and growth using the leadership philosophy, retention strategy, career management, talent management and succession planning.
- Design a talent and retention strategy in terms of scarce and critical skills to build a sustainable pipeline of capability at all levels to ensure business objective