Senior Talent Development Officer

Key Performance Areas:

- Provide technical support to the Talent Development Manager and HR operations team with the implementation of an integrated talent management framework.
- Conducts research, keeps abreast of best practice, and provides input on talent management practices and processes and the integration of practices across the HR function.
- Develop and implement guidelines/policies/procedures and manage operating risk at targeted levels.
- Design talent solutions including governance framework in response to business needs.
- Develop and implement L&D solutions that are aligned to the organisation's talent management framework.
- Provide specialist guidance and facilitation across all expertise of learning and talent, including but not limited to: Employee onboarding, Performance management, Talent reviews, Succession planning, Organisational and personal development training, Coaching, Employee experience, Reward and recognition, Skills development.

Talent Management Execution:

- Provides talent management advisory to stakeholders
- Implement the entire L&D value chain (ADDIE model or similar, needs analysis, learning plan, WSP, ATR, competency frameworks, linking competencies to interventions, 70-20-10 learning principle).
- Develop and facilitate the functional implementation of the company's onboarding program
- Initiate, support and implement any other human resources and development business that may arise
- Uses data analytics to offer focused insights from across the L&D and talent portfolio
- Put mechanisms in place to measure the effectiveness of all training and talent activities, with a specific focus on the benefits delivered to the organisation. Take corrective action where necessary.
- Identify trends/patterns pertaining to customer requests and needs to continually improve all aspects of service delivery.
- Facilitation of group sessions, staff engagement sessions, stakeholder consultations and focus groups as required.

Organisational Diagnostics:

- Make use of data and stakeholder feedback to locate the root cause of organisational talent related problems and inform appropriate solutions and interventions.
- Make use of organisational 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.

Education and Skills:

- A relevant degree (NQF 7 or above)
- Legislative framework (SAQA requirements, Skills development statutory requirements knowledge)
- Return on Investment knowlegde
- Root cause/needs analysis skills
- Research skills
- Solution design skills
- Presentation skills
- Coaching skills
- Project Management skills
- Facilitation skills
- Understanding of the organisational effectiveness principles

**Experience**:

- 5 years' experience in designing talent and development solutions
- Demonstrated ability to interact with all stakeholders at all levels
- Proven track record of delivering results on time and on budget

Behavioral 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.
- ** Organisational Commitment**:Acts to support the organisation's mission and goals.
- ** Commitment to proffesional learning**:Finds out and permanently scans what the latest trends are in the local market (what other organisations' practices are, new technologies, etc.)
- ** Contextual Awareness**:Understand impact of current events.
- ** Teamwork**: Publicly credits others who have preformed well.
- ** Conceptual Thinking**: Makes complex ideas or situations clear, simple and/or understandable to others.
- ** Achievement Orientation**:Make 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.

Working Conditions:
May be required to work long hours when the need arise.