Talent Manager

**The Pebbles Project seeks to employ a Talent Manager to be based in Stellenbosch.**

**Requirements**:

- Diploma/Degree in HR Management or Industrial Psychology
- Monitoring and Evaluation experience
- Experience worked in a NPO sector advantageous
- 5 years’ experience in a similar role
- Sound knowledge of the principles and practices of HR management
- Knowledge of relevant legislation and regulations
- Excellent planning and organising skills
- Must possess advanced conflict management skills, and be detail-oriented, highly organised, and able to work under pressure in a time-sensitive environment
- Excellent written, verbal and communication skills
- Problem-solving skills
- Excellent interpersonal skills
- Must produce a clear criminal check

Qualities:

- Must be sensitive to the role of People Management in creating and maintaining a positive and productive work environment.
- Must be agile and resourceful in providing solutions.
- Must be committed to the maintenance of a diverse and inclusive work environment, with transparent, fair, and impartial labour practices.

Performance areas:

- **Sourcing Talent**:

- **Onboarding and Induction**:

- **Skills Development and Training**:

- **Employment Equity**:

- **Employee Wellness**:

- **Teambuilding**:

- **Organisational culture**:

- **Performance management and goal setting**:

- **Succession planning**:

- **Staff retention and Employee Benefits Programme**:

- **Volunteer and Intern Programme**:

- **Monitoring and Evaluation**

**Sourcing Talent**
- To source talent to create a consistent flow of highly-qualified talent into the organisation.
- Support the recruitment and selection process.

**Onboarding and Induction**
- To welcome new employees with a prepared onboarding pack and an office tour.
- To arrange an induction programme with the new employee.
- To introduce new employees to their team members.
- To provide new employees with manuals, guidelines, and passwords, as needed.
- To train new employees on the online HR Workforce Management system.

**Skills Development and Training**
- To source training programmes and suitable training providers.
- To collaborate with line management to identify training needs for the organisation.
- To keep records of training invoices and training certificates for statutory reporting.
- To monitor learnership contracts and invoices.
- To manage skills development administration such as the annual Workplace Skills Plan and Annual Training Report.

**Employment Equity**
- To take overall responsibility for the submission of the Pebbles Project’s Employment Equity Report and Employment Equity Plan.
- To play an active role in the Employment Equity Committee.
- To keep a record of meetings, and continuously identify/address potential employment equity barriers in the workplace.
- To act as the Equity Manager, drive Employment Equity and diversity in the organisation, and create awareness.

**Employee Wellness**
- To grow and maintain the employee wellness programme, which includes a range of initiatives for the benefit of employees’ physical and mental health, work-life balance, medical replace with Health services and safety at work.
- To eliminate stigma by creating awareness in the organisation regarding mental health.
- To provide resources on mental health and wellness.

**Team Building**
- To arrange team building days with the internal employees.
- To create opportunities per programme or department to strengthen teams.
- To create an inspiring team environment with an open communication culture.

**Organisational Culture**
- To create a platform where employees understand how their duties contribute to the organisation’s overarching goal.
- To create and foster an environment and culture of collaboration in the workplace.
- Develop strategies for managing and achieving diversity in the workplace.

**Performance Management and Goal-Setting**
- To oversee and manage all activities related to performance management cycles.
- To guide managers and employees with goal setting for self-development and improvement.
- To design performance improvement plans when required and to counsel employees requiring such a plan.

**Succession Planning**
- To identify critical skills within the organisation and develop action plans for individuals to assume those positions.
- To find ways to retain top talent within the organisation.
- To find successors for key employees when they exit the organisation.

**Employee Benefits Programme**
- To formulate staff retention strategies that will improve employee engagement and retention.
- To provide counselling and a debrief session to all employees when required.
- To administer employee engagement surveys and analyse data for recommendations.

**Volunteer and Intern Programme**
- To interview and vet all volunteers and interns.
- To place volunteers/interns in specific programmes and assign mentors.
- To draft a volunteer/intern contract and job description f