Talent Officer

**Talent Officer (Learning, Development and Performance Management), required for Legislative Concern**

**Officer: Talent, Learning, Development and Performance Management**

About the team

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 the tribe has strong work ethic and a positive “can-do” attitude, enabling them to ultimately deliver service excellence, while being mindful that work is a part of who, not who we are. Hybrid working environment that allows for work/life integration offered

**Why you?**

The Officer: Talent, Learning, Development and Performance Management supports the operation contributing to the delivery of the People Management strategic and operational plans, working closely with the People Management team and other units/Directorates within the organisation
- Talent Acquisition
- Employment Equity
- Learning & Development
- Performance Management
- Employee Wellness
- Change Management

Hybrid working model is offered for individuals who are resilient, able to self-manage and deal effectively with ambiguity.

**Must display the following essential traits**:

- Sound knowledge of Talent Acquisition, Learning, Development and Performance 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 organizational 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
- Organizational Design Best Practice and policies
- Change Management practices
- Organizational & Industrial Psychology and Best Practices Industry related trends (role and field of OD 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 energize 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 organizational 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 Acquisition and Management**
- Recruitment & Selection - Select and recruit suitably qualified talent in line with Employment Equity principles and the organisations 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.
- Utilize talent management practices to identify and develop future key specialists and leaders and retain current talent
- Implement 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 objectives are optimally met
- Develop career pathing approaches and drive the implementation of career management with leaders and employees in order to identify, deploy, motivate and energize talent.
- Implement career management interventions that focus on goal setting, career selection and job seeking to help individuals make career decisions
- Support the building of the team’s capability in order to ensure that the team is equipped to strategically partner with business and provide leading solutions

**Learning and Development**
- Oversee the compliance to the requirements of the Skills Development Act, by ensuring that annual reporting of the WSP/ATR and submissions are executed timeously
- Partner with the Senior Offic