Talent Manager

KEY RESPONSIBILITIES

• Manage key HR interventions such as Talent Management, Performance Management, Career Development and Succession Planning.
• Contribute to the design and implementation of career development strategies, tools, and resources.
• Create assessment approaches to identify talent; measure the value of different talent interventions and work with relevant stakeholders to devise talent strategies.
• Oversee talent development and psychometric assessments and manage the relationship with relevant service providers.
• Ensure adherence to Recruitment and Learning & Development policies throughout the company.
• Ensure that positions are filled within the stipulated time frame and in accordance with the company’s Employment Equity Plan, and that recruitment tools used are the best fit for purpose in order to manage and attract suitable talent.
• Ensure that the candidate experience is maintained at a high standard by ensuring the talent team keeps candidates informed timeously and ongoing support is provided to candidates throughout the recruitment process.
• Manage and develop the Talent team, which includes performance reviews; communication of business requirements; managing disciplinary issues and providing support and guidance to the team.
• Contribute to maintaining a positive working climate and environment, and manage company engagement and people experience surveys, including facilitation of focus group discussions and monitoring action planning.
• Influence and build relationships with stakeholders to gain support for initiatives; encourage and facilitate collaboration amongst team members and promote an inclusive working environment.
• Facilitate timeous Employment Equity and Skills Development reporting; ensure that the company has a functional EE and Skills Development committee.
• Support implementation of initiatives to enhance Employee Value Proposition and improve employee retention.
• Define and track key performance indicators and metrics to measure success and drive accountability; as well as continuously look for ways to simplify and drive process improvements and efficiencies.
• Manage different projects as allocated from time to time.

MINIMUM QUALIFICATION AND EXPERIENCE

• The ideal candidate should meet the following requirements:
• Bachelor’s Degree in Human Resources, Industrial/Organizational Psychology, or related field.
• Minimum of 5 years’ experience at management level in a large organization, preferably in the manufacturing industry.
• Working experience and knowledge in talent resourcing and talent management.
• Working knowledge of relevant legislation.
• Advanced proficiency in digital platforms and other HR systems
• Extensive exposure to all aspects of Talent Management (Conceptualising, implementation, and talent management) on various levels of the organisation.
• Proven relationships with stakeholders at all levels.
• Broader general human resources experience will be an advantage.

PERSONAL ATTRIBUTES

• Experience with people compliance matters and processes, policy management and implementation.
• Excellent communication skills (written, oral, and presentation) and a strong listener who makes people feel understood.
• Collaborative team player who takes the lead in driving initiatives, working across teams, and structuring approaches to new opportunities.
• Ability to thrive in a fast paced, results-oriented environment, solve problems creatively and be comfortable in new situations working with multiple stakeholders.
• Self-motivated, proactive team player with innovative ideas to inspire buy-in from all stakeholders.
• Strong interpersonal skills and experience in building strong internal and external relationships.
• Consistent track record of highly professional service in a fast paced, dynamic environment.
• Diplomacy, tact, and poise under pressure when working through people issues