Talent and Development Specialist at Construction Industry Development Board

Job Description

• Implement HR and Talent management Strategy: Contribute to the development and implementation of HR strategies and align to the Talent Management strategies.

Execute Talent Management operational plans within the scope of this position Monitor and contribute to the development of processes and systems which will:

• Attract a sustainable pool of talent for current objectives and future organisational needs Review and revise policies, and procedures to ensure alignment with the talent, performance and learning strategy of the cidb Validate and align the talent strategy with other people practices including organisation design, transformation, development, assessments, reward, and performance management.
• Planning and Implementation of Training & Development Interventions: Facilitate the process of identifying organisational and individual employee training and development needs (with the assistance of line managers) Develop the workplace skills plan and in conjunction with the relevant SETA’s to establish and confirm the status on progress in achieving short, medium to long term training objectives coordinate and oversee the implementation of the training and development plan; and assess the impact of training and development initiatives Coordinate a framework for planned interventions to address specific skills gaps as per the skills audit Coordinate training courses and certification processes for new and existing operations, maintenance, and other technical personnel in cidb Source suitable external training providers
• Facilitate needs assessments and skills audit processes.
• Implement Skills Development programmes: Provide support and coordinate Skills development initiatives (Graduate/Internship and internal Bursaries) Coordinate all Transformation committee activities Minute taking Maintain and record keeping of skills development information.
• Succession Planning: Analyse and assess cidb’s staffing and talent supply needs to develop a succession plan Coordinate the succession planning process Assess various workforce needs to determine methods to address current and future conditions, including retention management, realignment, and career development saw as to manage talent Identify potential future leaders within the organization and develop plans to nurture their growth Ensures a smooth transition when key positions become vacant and minimizes disruptions to business operations Identifying educational opportunities for employee development.
• Risk and Audit Management, compliance, and Control: Mitigate people related risks and advise on appropriate mitigation strategies Support the implementation and maintenance of internal controls to enhance operational effectiveness.

Job Requirements

• Bachelor’s degree (NQF Level 7 equivalent) in Social Science/ Human Resource Management / Organisational Psychology or Behaviour and Development. 3- 5 years’ relevant experience within HR function.