Senior Talent Development Officer

JOb Purpose:

The purpose of the job is to facilitate the implementation of the talent management strategies in line with the organizational objectives.

Education & Experience

• A relevant degree (NQF7 or above)
• 5 years’ experience in designing talent and development solutions
• Demonstrated ability to interact with all stakeholders at all levels
• Proven track record of delivering results on time and on budget

Skills and Knowledge

• Legislative framework (SAQA requirements, Skills development statutory requirements knowledge)
• Return on Investment knowledge
• Root cause/needs analysis skills
• Research skills
• Solution design skills
• Presentation skills
• Coaching skills
• Project management skills
• Facilitation skills
• Understanding of the organizational effectiveness principles

Key Performance Areas include:

• Provide technical support to the Talent Development manager and HR operations team with the implementation of an integrated talent management framework.
• Conducts research, keeps abreast of best practice and provides input on talent management practices and processes and the integration of practices across the HR function.
• Develop and implement guidelines/policies/ procedures and manage operating risk at targeted levels.
• Design talent solutions including governance framework in response to business needs.
• Develop and implement L&D solutions that are aligned to the organisation’s talent management framework.
  Provide specialist guidance and facilitation across all expertise of learning and talent, including but not limited to:
  o Employee onboarding
  o Performance management
  o Talent reviews
  o Succession planning
  o Organizational and personal development planning
  o Coaching
  o Employee experience
  o Reward and recognition
  o Skills development
• Talent Management Execution
• Provides talent management advisory to stakeholders
• Implement the entire L&D value chain (ADDIE Model or similar, needs analysis, learning plan, WSP, ATR, competency frameworks, linking competencies to interventions, 70-20-10 learning principle).
• Develop and facilitate the functional implementation of the FIC onboarding program
• Initiate, support and implement any other human resources and development business needs that may arise.
• Uses data analytics to offer focused insights from across the L&D and talent portfolio
• Put mechanisms in place to measure the effectiveness of all training and talent activities, with a specific focus on the benefits delivered to the organization. Take corrective action where necessary.
• Identify trends /patterns pertaining to customer requests and needs to continually improve all aspects of service delivery.
• Facilitation of group sessions, staff engagement sessions, stakeholder consultations and focus groups as required.
• Organizational Diagnostics
• Make use of data and stakeholder feedback to locate the root cause of organizational talent related problems and inform appropriate solutions and interventions
• Make use of organizational design methodologies to diagnose talent related challenges
• Proactively seek feedback from stakeholder and conduct trend analysis to identify talent issues before they adversely impact on business operations