Group Talent Executive

• To lead the design and execution of enterprise-wide talent management & learning and development strategies that attract, develop, engage, and retain top talent. This role ensures the organization has the right people in the right roles at the right time, with the right skills. The role will be responsible for the development of a strong pipeline of future leaders, aligned to business goals and culture.

• Develop functional excellence and compliance in talent management and learning and development.

• Drive continuous improvement across talent management and learning and development.

• Ensure compliance and risk management in all areas of responsibility

1. Talent Strategy & Succession Planning

• Lead end-to-end talent strategy, including workforce forecasting, acquisition, and succession planning.

• Define build-vs-buy capability approaches and ensure leadership continuity through structured planning cycles and SOPs.

2. Talent Acquisition & Employer Branding

• Oversee strategic recruitment aligned with diversity, equity, and inclusion goals.

• Strengthen EVP and employer brand in collaboration with Marketing and Communications.

• Drive alignment of hiring strategies with BBBEE/localisation targets.

3. Talent Assessment & Development

• Deploy psychometric tools for selection and development, ensuring compliance and quality feedback processes.

• Build future-fit capability through learning pathways, technical upskilling, and functional development.

• Monitor pipeline health and attrition risks.

4. Engagement, Retention & Performance

• Lead high-potential engagement and retention strategies.

• Oversee annual performance cycles, including SMART goal setting, coaching, and metric tracking.

• Facilitate goal alignment with strategic objectives across business functions.

5. Learning & Development Strategy

• Design a blended L&D strategy leveraging LMS and digital platforms.

• Drive planning, budgeting, and tracking for learning initiatives tied to capability outcomes and business goals.

• Deliver WSPs and training reports with measurable impact.

6. Diversity, Equity, Inclusion & Belonging (DEIB) Integration

• Develop and implement inclusive recruitment, retention, and development practices.

• Build community partnerships, deliver DEI training, and monitor measurable targets.

• Address structural barriers and embed belonging into workplace culture.

7. Employer Branding and Employee Value Proposition (EVP)

• Articulate and promote a compelling EVP that reflects employee experience and survey insights.

• Track brand effectiveness and deliver the Human Capital review to measure alignment and success.

8. Continuous Improvement

• Review and calibrate frameworks for performance, development, and governance.

• Create feedback loops, communities of practice, and learning sessions for HC partners and business leaders.

• Track and address engagement risks with agile updates to strategies and tools.

9. Technology & AI Integration

• Automate recruitment and apply predictive analytics for smarter talent decisions.

• Embed digital learning ecosystems (LinkedIn Learning, mobile apps) for agile, self-paced upskilling.

• Use data to personalize learning, enhance job fit, and future-proof talent strategies.

• Master’s degree in psychology and registration as an Industrial Organisational Psychologist (or closely related field); or an appropriate Master’s degree coupled with a Psychometric Qualification is preferable

• 10 to 15 years of relevant experience

• Strong business partnering capability.

• Strong ability to operate with high levels of complexity, as well as significant HC knowledge, experience and business acumen in diverse operations.

• Experience in the use of various on-line resources for recruitment and networking,

• Experience in the use of learning management systems

• Knowledge of the relevant local legal requirements relating to psychometric assessment, recruitment and selection.

• Experience in developing HC policies and procedures in the field of Talent and Learning. 

• Knowledge and experience in a range of training and learning delivery approaches. 

• Building strong relationships with external suppliers. 

• Collaboration, Influencing and Building Strategic and Diverse Relationships. 

• A strong strategic and business mindset.

• A change agent with the courage and ability to challenge current paradigms and practices.

• Strong communication and presentation skills.

• Ability to work under significant pressure.

• Commercial awareness – Able to demonstrate contribution to maximizing commercial performance through controlling costs and ensuring efficiencies where possible. 

• Learning agility.

• Influencing skills. 

• Bias for action. 

• Analytical and high attention to detail.