Talent specialist

SUMMARY:
Talent management, Learning initiatives, Recruitment, onboarding, performance management

POSITION INFO:

Purpose of Role

To support the implementation of talent management and learning initiatives at the country level. This includes recruitment, onboarding, learning and development, performance management, employee value proposition and DEI&B. The role ensures alignment with Group talent and learning and development strategies while addressing local needs.

Key Responsibilities

Talent Planning

• Implement a comprehensive talent management strategy aligned with business objectives.

• Lead workforce planning and talent forecasting in collaboration with Strategic Workforce Planning Specialist and business leaders.

• Drive succession planning for critical roles and ensure leadership continuity.

• Lead the annual talent management calendar.

• Develop standard operating practices, tools and resources and content for execution in market. 

Talent Acquisition

• Lead in market recruitment initiatives to attract high-calibre talent.

• Champion diversity, equity, and inclusion in all hiring practices.

• Ensure that the Talent Acquisition strategy supports the organisations diversity and inclusion goals (EE/ BBBEE / In Market Local Legislation and targets) as well as promote diversity aspirations and targets. 

Talent Assessment 

• Oversee psychometric assessment processing and ensure appropriate psychometric tools (in line with our psychometric policy) are used.

• Ensure that the psychometrics are used to contribute to sound selection and development decisions. 

• Ensure that feedback processes adhere to established principles, best practices and compliance and legal requirements. 

Talent Development 

• Develop or procure appropriate learning content to develop technical and functional capability. 

• Identify future capability needs through workforce planning and build capability ahead of the curve. 

• Manage technical and functional career pathways across the business.

• Ensure development plans are aligned with future capability needs.

• Monitor and report on talent pipeline health and readiness

• Monitor and address talent attrition risks.

• Support the competence development process to ensure ready succession for key roles in alignment with both individual and organisational requirements. 

Talent Engagement 

• Lead the in market end-to-end engagement discussion process with key high potential talent and retention risks. 

• Support the development and implementation of plans to address the talent loss to the market. 

• Collaborate with the Group Talent Executive, Human Capital Executive, Reward and Strategic Workforce Executive and Senior Leaders to develop and implement engagement and retention strategies and plans for key high potential talent. 

Performance Management

• Lead the implementation of the annual performance management calendar. 

• Ensure that performance management initiatives are aligned with the organisation's strategic goals and objectives. 

• Provide coaching and guidance to in market leadership teams, ensuring that goals are SMART. align with the organisation's objectives and drive performance. 

• Monitor track performance metrics to measure effectiveness of the performance process.

Employer branding and Employee Value Proposition (EVP)

• Collaborate with the Group Talent Executive to communicate our employee value proposition and ensure that the employee experience is aligned to this. 

• Ensure that the EVP is clearly articulated and resonates with both current and prospective employees. 

• Develop and implement initiatives to promote the EVP both internally and externally. 

• Monitor and track performance metrics to assess the effectiveness of the employer brand and EVP. 

Learning and Development 

• Implement a comprehensive and blended L&D strategy 

• Leverage LMS for content delivery and tracking.  

• Implement, track and monitor metrics to evaluate the effectiveness and success of learning and development initiatives.

• Deliver high quality Annual Capability Plans/ Workplace Skills Planning (WSP) and Annual Training Reports.

• Oversee and collate the in-market learning & development budgeting process across the organisation. 

• Develop and deploy annual training plans against learning development budgets. 

Diversity, Equity, Inclusion and Belonging (DEI&B)

• Implement comprehensive strategies to foster diversity, equity, inclusion and belonging within the organisation. 

• Build and maintain partnerships with in-market community organisations to support DEI&B.

• Deliver training programmes and workshops on DEI&B topics