Senior Talent and Learning Specialist

SUMMARY:
JOB PURPOSE:

To facilitate the cultivation and enhancement of organizational workforce capabilities in line with the talent management
strategy and organizational objectives.  

POSITION INFO:
EDUCATION, SKILLS AND EXPERIENCE:

• HR Degree or related (NQF7 or above).
• Legislative framework (SAQA requirements, Skills development statutory requirements knowledge).
• Return on Investment knowledge and Root cause/needs analysis skills.
• Project Management - Planning, executing, and overseeing talent development projects from inception to completion.
• Creativity- Designing engaging and effective talent development programs .
• Presentation Skills- Confidently delivering talent sessions and workshops to diverse audiences.
• Adaptability- Staying flexible and adjusting talent development strategies to meet the evolving needs of the organization.
• Coaching and Mentoring - Guiding employees through personalized development plans
• and providing constructive feedback.
• Interpersonal Skills - Building strong relationships with employees, stakeholders, and leadership to foster collaboration and trust.
• Communication Skills- The ability to convey information clearly and effectively in both
  written and verbal forms.
• Time Management: Prioritizing tasks and managing time efficiently to meet deadlines and project milestones.
• Research skills.
• Facilitation skills.
• Understanding of the organizational effectiveness principles.
• Talent management tools - Knowledge of talent management tools such as , learning management system, e-learning, survey and feedback, data analysis, presentation software and coaching platforms.

• 6 years’ experience in designing and implementing talent development solutions.
• Demonstrated ability to interact with all stakeholders at all levels.
• Proven track record of delivering results on time and on budget.

• Talent Management Governance - Develop and implement guidelines/policies/ procedures in response to business needs and manage operating risk at targeted levels.
• Talent Management Programmes - Design and implement identified talent development solutions that are aligned to the organization’s talent management framework.
• Assessing learning needs through skills gap analysis and performance evaluations.
• Collaborating with Stakeholders - Working closely with divisions , HR teams, and leadership to identify and address development needs.
• Managing Talent Development Projects - Plan, execution, and evaluate of talent development initiatives.
• Implementing e-learning solutions and instructor-led training to enhance learning experiences.
• Evaluating and Measuring Program Effectiveness- Assessing the impact of talent development programs through feedback, performance metrics, and continuous improvement.
• Staying Current with Industry Trends- Conducts research, keeps abreast of latest development and provides input on talent management practices and processes and the integration of practices across the HR function. innovative solutions.
• Technical Talent Management - Provide technical guidance, advisory and facilitation to internal stakeholders across all expertise of learning and talent, including but not limited to; employee onboarding, performance management, talent reviews, succession planning, organizational and personal development planning, mentoring and coaching, employee experience, reward and recognition and skills development.

• Implement the entire Learning and development value chain (ADDIE Model or similar, needs analysis, learning plan, WSP, ATR, competency frameworks, linking competencies to interventions, 70-20-10 learning principle) in compliance with relevant skills development legislations.
• 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. Put mechanisms in place to measure the effectiveness of all learning and talent activities, with a specific focus on the benefits delivered to the organization. Take corrective action where necessary.
• Facilitation of group sessions, staff engagement sessions, stakeholder consultations and focus groups as required.

• Make use of data and stakeholder feedback to locate the root cause of organizational talent related problems and inform appropriate solutions and interventions.
• Uses data analytics to offer focused insights from across the L&D and talent portfolio.
• 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.
• Identify trends /patterns pertaining to internal stakeholder requests and needs to continually improve all aspects of service delivery.
• Perform any other duties as required.

• Customer Service: Knows the customer's business and/or seeks information about the real underlying needs of the customer, beyond those expressed initially.
• Flexibility: Decides how to do something based on the situation.
• Impact and Influence: Adapts a presentation or discussion to appeal to the interest or level of others
• Organizational Commitment: Acts to support the organization's mission and goals.
• Commitment to professional learning: Finds out and permanently scans what the latest trends are in the local market (what other organizations' practices are, new technologies, etc.)
• Contextual Awareness – understand impact of current events Teamwork: Publicly credits others who have performed well
• Conceptual Thinking: Makes complex ideas or situations clear, simple and/or understandable to others.
• Achievement Orientation: Makes specific changes within the work system or in own work methods to improve performance.
• Initiative Demonstrates the ability to anticipate and proactively manage all the variables involved, to ensure that critical opportunities for the Centre are not missed.