Senior Manager Talent Management at MultiChoice

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 organization. The role will specifically own and drive the group portfolio of diversity & inclusion, executive leadership development, assessment center, 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 initiative

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/ HIP

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 initiative

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
Essential

• Master’s degree in Industrial Psychology
• Registered Psychometrist or registered Industrial Psychologist at the HPCSA

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

Technical Competencies (List the key technical competencies)

• Career Management
• Leadership Development
• Succession planning
• Talent Management
• Coaching & Mentoring

Behavioural Competencies (List the key behavioural competencies)

• Relationship Building
• Conflict Resolution
• Decision Making
• Critical Appraisal
• Holistic Thinking
• Persuading & Influence