Senior Talent Development Officer

Reporting to the Talent Development Manager within the HR Department, the incumbent will be responsible to facilitate the implementation of the talent management strategies in line with the organisational objectives.

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:

1. Employee on-boarding
2. Performance management 
3. Talent reviews
4. Succession planning
5. Organisational and personal development planning
6. Coaching
7. Employee experience
8. Reward and recognition
9. 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 FIC on-boarding program
• Initiate, support and implement any other human resources and development business needs 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 session, stakeholder consultations and focus groups as required

Organisational Diagnostics:

• Make use of data and stakeholder feedback to locate the root cause of organizational talent related problems and inform appropriate solutions and interventions
• Make use of organization design methodologies to diagnose talent related challenges
• Proactively seek feedback from stakeholders and conduct trend analysis to identify talent issues before they adversely impact on business operations

 Education:

• A relevant degree (NQF 7 or above)

 SKILLS AND KNOWLEDGE

• Legislative framework (SAQA requirements, skills development statutory requirements knowledge)
• Return on Investment knowledge
• Root cause/needs analysis skills
• Research skills
• Solution design skills
• Presentation skills
• Coaching skills
• Project management skills
• Facilitation skills
• Understanding of the organizational effectiveness principles

 Experience:

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

Behavioural 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 professional 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 performed well
• Conceptual Thinking – Makes complex ideas or situations clear, simple and/or understandable to others
• Achievement Orientation – Makes 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 arises