Senior Manager Talent Management

SUMMARY:
Senior Manager Talent Management

POSITION INFO:

Position Overview

The Senior Manager Talent Management is responsible for leading the global COE (center of expertise) driving best in class talent initiatives and programs that align with and drive a high-performance organisation. The role will specifically own and drive the group portfolio of diversity & inclusion, executive leadership development, assessment centre, career and succession management processes, with a focus on building skills and talent pipelines and growing high potentials and future leaders to ensure that the Group is positioned to sustain current and future success.

Key Performance Objectives Tasks

Strategy Development and Execution

▪ Design, develop and lead the implementation of the talent strategy, talent

planning and global processes to drive high impact talent across the

business levels

▪ Ensure the overall strategy enables and supports business strategy and

HR strategic goals

▪ Build and grow relationships and ways of work with business leaders and

HR to advance talent pools that drive the growth and innovation of the

business

▪ Lead initiatives from design through to execution in order to scale and

operationalise key talent/HR initiatives

Strategic Skills Development

▪ Work with leaders and HR Business Partners to define talent related

needs (e.g. succession, role clarity, coaching, etc.) and create tools and

solutions that advance business outcomes

▪ Drive transformation and succession goals and targets in partnership with

HR

▪ Work with business stakeholders to identify critical positions and HIPO

talent. Establish talent pool interventions to advance the continuity and

growth of the talent and overall pipeline

▪ Establish talent interventions and collaborate with learning to grow

emerging talent pipeline i.e. graduate programme, internships, emerging

leaders/ HIPO

Succession planning and Leadership Development

▪ Provide leadership for end-to-end design and implementation of the

organisation wide talent management processes (e.g. career models and

career planning tools, talent and succession planning, leadership

development

▪ Identify leadership potential to create talent pools for every level of

leadership

▪ Manage the organisational talent review process to define advancement

plans for leadership talent

▪ Collaborate with HR and business to Identify and curate the growth of

successors for senior leadership roles

▪ Develop and execute programmes and projects to drive leadership

growth and advancement

▪ Manage and report on the ROI of leadership development programmes

▪ Collaborate with the Rewards team to contribute to the design,

implementation and management of effective recognition and

differentiated reward programs to advance and retain high performance

talent for the organisation

▪ In partnership with the reporting team, assess people movement data and

metrics to design and improve talent initiatives

Diversity & Inclusion

▪ Responsible for enabling diversity and inclusion goals

▪ Develop and execute action plans to meet diversity and inclusion goals

▪ Facilitate and expand the Diversity and Inclusion stakeholder groups.

Enable the Womans Leadership Forum and other critical platforms and

initiatives

▪ Build programs to create a greater sense of uniqueness and belonging for

new employees

▪ Facilitate and support execution of internal initiatives focused on

connection, belonging and integrating difference

▪ Establish optimal guidelines for driving a working from home environment

▪ Partner with HR community to build and refine programs and processes

with a diversity, inclusion and employment transformation goal

▪ Support the recruitment teams with incorporating inclusion and diversity

practices and goals into processes and metrics

▪ Collaborate with learning team and development team to high impact

talent diversity and transformation initiatives

Assessment

▪ Responsible for design and implementation of an Assessment Centre

strategy and services to ensure sound and fair selection and

development decision making, using certified, valid and reliable

psychometric assessments.

▪ Provides thought leadership through benchmarking best practices in

assessments and stays in sync with latest developments both locally and

internationally to advance services

▪ Operates in adherence to the legislative and national governing body

guidelines and codes in the delivery of psychological and assessment

services

▪ Supports and enables fit for purpose organizational competency

framework and integrates into the assessment and talent services.

Further ensures that assessments appropriately leveraged across HR

value chain

▪ Ensure valid, cost-effective, on-line and accredited assessment batteries

are integrated into services

▪ Oversee and manage the assessment centre resources and partners to

deliver services that are customer centric and highly responsive. Ensure

that administration, vendor management, reporting, feedback, data and

budgets are managed accordingly to advance the improvement of

services to the business

▪ Ensure confidential data is managed and retained and appropriately used

in analytics to improve business decisions on talent growth and

advancement

Talent Mobility

▪ Manage the creation and socialisation of career paths for specialist roles

across the organisation

▪ Network with talent teams across the Group to identify and create

opportunities for high-potential talent to gain exposure and build their

skills

▪ Ensure the provision of services to support high-potential talent to grow

and develop

People Management

▪ Work with the team to achieve excellent business results through

continuous people development and mentoring activities.

▪ Ensure the development of a high-performing team through embedding

formal Performance Development and informal coaching.

▪ Determine and analyse training and development needs for team

members and ensure implementation thereof. Ensure that identified

training is budgeted for and executed.

▪ Establish and maintain a succession plan for the management team in

the area using the formal Talent Management process for identified talent

and an informal process for remaining roles.

▪ With the support from the HR, interview and recruit direct reports and

provide support to them during the recruitment of their teams on request.

▪ Ensure that all poor performance is addressed through the Performance

Improvement Programme and that continued poor performance is

adequately dealt with. Review Performance Improvement Programme

reports to determine effectiveness of interventions.

▪ Motivate employees in the department and ensure that their efforts are

recognised.

Qualifications

▪ Master’s degree in Industrial Psychology - Essential

▪ Registered Psychometrist or registered Industrial Psychologist at the          HPCSA – Essential

Experience

▪ Minimum 8 years experience in Talent, Diversity & Transformation, Behavioral Training, Coaching, Psychometric Assessment experience.

▪ Minimum 5 years experience in senior roles within Human Resources/ Talent management at diversified, global company with diversified and multi-regional operations

NB! This job is now closed. You can apply for other jobs by uploading your CV.