Talent Officer
Tower Group
- Cape Town, Western Cape
- Permanent
- Full-time
- Talent Acquisition
- Employment Equity
- Learning & Development
- Performance Management
- Employee Wellness
- Change Management
- 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)
- 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
- 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.
- 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
- 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.
- Effectively manage employee wellness within the organisation
- Effectively manage employee wellness initiatives.
- Effectively manage performance to ensure business objectives are achieved
- 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
- 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).
- Business Acumen
- Collaboration
- Leads change and innovative
- Client commitment
- 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.
- Psychometric assessments.
- The successful candidate will be vetted for security purposes.