Job Description

JOB PURPOSE
Develop and execute talent management strategies and programs to ensure optimal organizational performance and sustainability in line with FIC strategic objectives.
KEY PERFORMANCE AREAS
Talent Acquisition
Develop and maintain talent acquisition strategies and support the execution to improve recruitment and business performance.
Collaborate with recruitment teams to understand staffing needs and create job descriptions/profiles.
Lead the implementation and maintenance of the FIC's Employee Value Proposition
Develop and maintain onboarding program and oversee the execution to ensure integration of new employees.
Employee Development
Develop and deliver learning and development programs, competency models, career paths and talent assessments to enhance the skills and capabilities of the workforce as well as supporting a culture of growth and continuous learning.
Facilitate leadership development initiatives to ensure organizational readiness for future leadership roles.
Employee Performance
Oversee the performance appraisal process and improvement plans, ensuring it aligns with organizational goals.
Provide guidance to managers on performance management best practices and employee feedback.
Succession Planning
Develop and maintain succession plans to ensure continuity in leadership and critical roles.
Monitor and evaluate the effectiveness of succession planning efforts.
Employee Engagement
Develop strategies to foster and maintain a positive work environment that enhances employee engagement and retention.
Conduct employee surveys and analyse feedback to inform talent management initiatives.
Foster a positive organisational culture that promotes collaboration and inclusivity.
Stakeholder Collaboration
Partner with HR, divisions, and senior leadership to align talent initiatives.
Data and Analytics
Utilise HR metrics and analytics to assess the effectiveness of talent management programs and identify opportunities for improvement.
Prepare reports and presentations for management on talent management initiatives and outcomes.
Best Practice - Stay current with industry best practices and emerging trends in talent management, including digitisation and readiness for the fourth industrial revolution.
MANAGEMENT COMPETENCIES
People management

• Manages workflows and plans and ensures clarity around accountabilities in order to meet objectives and deliver agreed results
• Encourages and enables teamwork
• Coaches and performance manage the team
• Manages the development of the team

Planning and organising

• Directly plans and reports on units' outputs and workplans and implement alternative plans
• Develops and plans functional units quarterly plan in line with the area's annual plan

Resources management

• Manage allocated resources to ensure effective and efficient delivery
• Makes recommendation on resources and budgetary requirements for annual planning purposes
• Controls costs through effective management of principle business or operating process variables

Governance, Risk and Compliance

• Develop and maintain talent management practices, policies, procedures and systems.
• Manage the provision and maintenance talent management relevant reporting and data management
• Ensure compliance with code of conduct, policies. procedures and legislative requirements
• Contribute to the development and maintenance of divisional and organizational policies

EDUCATION, SKILLS AND EXPERIENCE

• EDUCATION
• Bachelor's degree in human resources or related (NQF7)
• Post graduate degree or certifications in talent management or organizational development will be preferable.

SKILLS AND KNOWELDGE

• Legislative Framework (SAQA requirements, Skills development statutory requirements) knowledge
• Change management skills
• Good verbal, written, interpersonal and leadership skills
• Ability to collaborate with cross functional teams, influence stakeholders and gain commitment with senior stakeholders including driving change
• Ability to analyse data and make strategic decisions
• Ability to analyse and interpret data and measure effectiveness of talent initiatives
• Ability to manage multiple projects simultaneously
• Self-driven, creative and strong ability to prioritise

EXPERIENCE

• 8 years' experience in talent management
• Minimum 5 years' experience managing a talent management function
• Proficiency in HR software and data analysis tools and learning solutions
• 5 years' experience in successfully implemented learning interventions through close partnership with key stakeholders from learning needs analysis to learning design and delivery