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

This role, together with the Senior Officer: Talent Management is regarded as the subject matter expert with responsibility for standard core people processes including, but not limited to:

• 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 Officer: Talent Management on OD strategies and ensure implementation
• Collaborate with People Management team to facilitate and deliver value adding OD programmes to address organizational development gaps e.g., talent management, succession planning, retention and career pathing
• Enable a learning and growth culture whereby information regarding successes, issues, trends and ideas are actively shared between team members.
• Identify employee growth and development needs and schedule interventions to enable ongoing development, training and personal growth.
• Partner with internal and external subject matter experts to support the Senior Officer: Talent Management in the design, development, and implementation of leadership development programmes.

Employee Wellness

• Effectively manage employee wellness within the organisation
• Effectively manage employee wellness initiatives.

Performance Management

• Effectively manage performance to ensure business objectives are achieved

Change Management

• Partner with Senior Officer: Talent Management and other Change champions to facilitate change management
• Facilitate organizational change projects with management and employees to improve people processes, structures, measures, and accountabilities
• Coach, advise and provide tools to leaders to successfully lead change in their environment
• Build and maintain effective business relationships with all key stakeholders by initiating and maintaining regular interactions
• Act as trusted coach and advisor to leaders and employees in the business on organisation development related issues
• Provide input into the People Management reporting in terms of people practice related topics ensuring meaningful interpretation and integration of data across the People Management value chain via qualitative summaries
• Keep abreast of trends, legislation and best practices within the organizational development field to optimize service delivery
• Encourage innovation, change agility and collaboration within the team
• Develop a set of actionable and targeted change management plans - including stakeholder and communication plan, impact management plan, training plan and resistance management plan in line with Change Management methodologies
• Develop a change management approach based on business needs, a situational awareness of the details of the change and the stakeholders being impacted by the change
• Conduct readiness assessments, evaluate results and present findings in a logical and easy-to-understand manner

Reporting and Statistics

• Establish reporting schedules and frameworks; create reports to provide updates according to established timelines; ensure the integrity of the data is upheld with the HR data.
• Ensure appropriate consolidation, reporting and knowledge management processes are maintained to facilitate the effective reporting of program data to the Manager: People Development and the organisation.
• Provide input into monthly Talent & Learning reporting and overall reporting process.
• Provide oversight of the compilation of the Annual Training Report (ATR) and reporting on the Workplace skills plan (WSP).

Competencies

• Business Acumen
• Collaboration
• Leads change and innovative
• Client commitment

Requirements

Degree in Human Resource Management or Industrial / Organisational Psychology

Minimum of 3 years hands on experience in talent acquisition, learning, development and performance management.

Sound knowledge of HR management systems and processes

Display resilience and the ability to cope with pressure

Display integrity, reliability and well-developed interpersonal skills to interact with individuals across all levels in the business

Demonstrate proactive management

Demonstrate problem analysis and solution formulation skills

Display service orientation

Demonstrate excellent attention to detail

Possess the ability to define, develop and articulate learning and development strategies and interventions

Demonstrate the ability to think strategically and creatively, aligning learning interventions to the business strategy

Possess the ability to coach, mentor and develop others

Above average computer skills (MS 365)

Strong interpersonal and communication skills (verbally and written)

Ability to work independently yet open to guidance

Demonstrated success in developing and deploying learning projects, interventions, programmes and solution, preferably within diverse workforces.

Knowledge of Skills Development Act, BBBEE, EE, BCEA, LRA and other relevant legislation

Knowledge of Organisational Design Best Practice and policies

Knowledge of Change Management practices

Knowledge of Organisational Psychology and Best Practices

Knowledge of industry related trends (role and field of OD and Wellness)

Knowledge of stakeholder management principles

Knowledge of HR Value chain

Knowledge of Talent Management practices

Working environment offered:

• A work model that embraces work/life integration.
• An opportunity to be part of a People Development tribe committed to helping employees be/become the best version of themselves.

Employment Equity:

Principles of equal opportunity, affirmative action and representivity

Additional Requirements & Information:

• Psychometric assessments.
• The successful candidate will be vetted for security purposes.