Senior Specialist: Talent Management

PURPOSE STATEMENT
Manage effective implementation of the Human Resources Strategy, Policies and Procedures.

1. Manage the recruitment and selection process
• Provide input into design/ development of talent sourcing strategies
• Attract/ source suitably qualified talent ensuring EE stats/ requirements are met
• Guide line managers on talent sourcing and acquisition tools
• Manage internal talent sourcing process
• Use appropriate external sourcing channels (eg. Recruitment agencies; social media; newspapers; psychometric assessments)
• Appoint a preferred list of agencies according to area of specialty
• Monitor service level of agencies
• Draw up selection profile and conduct competency based interviews to ensure candidate fit
• Conduct reference checks of employee prior to appointment
• Manage end to end recruitment process for all roles
• Manage the offer negotiation process
• Co-ordinate on-boarding process (on-boarding documents and liaise with stakeholders)
• Co-ordinate internship program

2. Manage and coordinate the Performance Management process
• Provide input into the design and development of policies and procedures to enhance Performance Management Process
• Provide training to managers and employees on performance management
• Provide bi-annual and annual data on Performance Management to ensure accurate and reliable management information that facilitates executive decision making
• Coordinate the annual performance review process
• Annually assess the performance management programme and provide analyses and recommend changes for HR Director approval
• Stay abreast of changing strategies, conduct research and make recommendations on new designs, systems, approaches and applications in the area of Performance Management.

3. Job Analysis and Design
• Assist line managers in creating job profiles that fits in the organization and contributes to the vision and strategy of the organization
• Update and maintain job profiles
• Co-ordinate process of grading and benchmarking positions

4. Manage Employee Relations
• Advise and guide line managers on Employee Relation matters i.e. disciplinary and counselling
• Co-ordinate disciplinary hearings
• Represent the company at CCMA
• Inform HR Director on Employee Relations issues

5. Employee Wellness
• Manage and co-ordinate Employee Assistance Programme
• Advise line managers on the process to refer employees to the EAP
• Provide information to employees on Employee Wellness and services
• Plan and co-ordinate Employee Wellness initiatives eg. Wellness Days; Stress Workshop etc.

6. Employment Equity
• Provide input into the design and development of policies and procedures to enhance Employment Equity within the company
• Manage, drive and implement Employment Equity plan and strategy (EE committees; Submission of EE report to DOL)

7. Succession planning
• Orientation Managers on Succession Planning policies and processes in coordination with Training & Career Development Department.
• Identifying potential key roles / jobs to determine need of successors, and identify current incumbents in key positions.
• Identify high potential candidates for the succession planning program, based on experience and competencies.
• Assess skills and experiences required for unmatched critical positions, and report output to line managers.
• Reports to line mangers the risk areas, where no match exists between potential succession candidates and required skills and experience.
• Reviews and monitor periodically the progress of company-wide succession planning program, and highlights program adjustment, where and when needed
• Identifies and proposes criteria for identifying candidates as long term and short-term replacements.

8. General
• Manage the process of promotions; transfers and resignations
• Support and advise line management and staff with regards to policies and procedure.
• Provide information on employee benefits (GLI, Pension, Medical Aid, Funeral, Disability)
Requirements

FORMAL EDUCATION

• Human Resources Degree

TECHNICAL/LEGAL CERTIFICATION

• SABPP registered (Advantage)

EXPERIENCE

• Minimum of 7 - 10 years in a HR Management generalist environment is essential
• Experience in Financial Services Environment (Advantage)

KNOWLEDGE
Insurance Industry: FAIS, FICA
SA Legislation: BCEA, LRA, EEA, SDL
Policies and Procedures: Strong knowledge and ability to put HR policies and procedures in place and ensure the adherence to them.


SKILLS
MS Office: Excel, Word, PowerPoint
Excellent Communication: Verbal and Written
Interpersonal Skills
Decision Making Skills
Confidence and Assertiveness: Be assertive, and lead meetings on HR matters.
Leadership Skills