Talent and Enablement Manager | Gauteng at Managed People Solutions

Job Description

• Managed People Solutions is seeking a Talent and Enablement Manager based in Gauteng. The ideal candidate is a strategic HR leader with extensive experience in driving organisational capability, leadership development, and talent initiatives. This role requires strong stakeholder management and the ability to align HR strategies with business objectives.

Duties and Responsibilities:

• Manage the training budgets within the Meridian Holdings group to ensure budget compliance per company. This includes collaborating with relevant stakeholders (MDs, Finance team etc.) to guide expenditure in relation to the Capability Matrix and training needs.
• Provide input to the HR budget (quarterly and annual) and adhere to the budget within Talent and Enablement division.
• Ensure effective and efficient delivery of all services within the HR realm to the respective clients (internal and external).
• Ensure an active and concise chain of communication and manage the flow and dissemination of information to relevant parties and stakeholders.
• Build and maintain strong relationships with key internal and external clients/customers.
• Responsible for the compilation of detailed quarterly, annual, and/or ad-hoc HR dashboards and reports, as directed by the Managing Director and/or needs identified. This includes but is not limited to, Training and Development Report(s), Talent Acquisition Report(s), Project Report(s) etc.
• Build and maintain effective relationships with clients/customers and ensure operational excellence. This includes arranging and attending monthly Senior Leadership Team meetings (for each company within the group) to ascertain further needs and to report back on previous action plans.
• Contribute towards the development and execution of the FY strategic scorecard, specifically the People and Technology segment. This includes partnering with senior leadership/business leaders to identify HR priorities and align HR initiatives with business and/or group goals.
• Drive and/or contribute towards HR-related strategic and operational projects in alignment with the FY strategic scorecard, project canvases, and/or project plans.
• In collaboration with the BI and I&I division(s), develop metrics and KPIs to measure and drive the effectiveness of talent and development initiatives, leveraging data to guide continuous improvement.
• Provide reports and insights to senior leadership on talent, development, and engagement trends within the organisation.
• Use data-driven insights to adjust strategies and address evolving business needs.
• Develop, implement, and manage leadership development programmes, tailored to various career stages (Tier 1 to 4), from emerging leaders to senior executives. This may include facilitating executive coaching, mentoring programs, and 360-degree feedback processes to support leadership growth either formally or informally.
• Develop and lead the talent acquisition strategy for the group, ensuring effective end-to-end recruitment processes, from attracting top talent to successful placement, with a focus on a positive candidate experience, EVP, and best practice approaches (internally and externally). This includes Implementing recruitment marketing strategies to build a strong employer brand and attract high-calibre candidates, across the Meridian group.
• Develop and lead the enablement strategy for the group, ensuring alignment with development and capability needs across various occupational levels. This includes designing and implementing learning and development programs, focused on building critical skills, competencies, career paths, personal development plans (PDPs), talent mobility (internally and externally) etc.
• Contribute towards ad hoc projects, as and when required within the Meridian Group of companies.
• Collaborate with the greater HR team in driving the employee well-being programme within the Meridian group of companies by implementing well-being-related initiatives aimed at enhancing employees' mental, physical, emotional, and financial health and aligning with organisational values.
• Collaborate with the greater HR team to contribute towards the creation of new JPs and maintenance of existing JPs within the Meridian Group of companies.
• Ensure that the capability matrix for each company is developed and maintained. Contributing towards the improvement of organisational capability and diversity through talent management processes and plans.
• Drive and contribute towards the development of training-related content, material, and resources aligned to various training methods, learning methodologies, and development needs. This includes conducting needs assessments to ensure that programs, initiatives and resources address organisational gaps and future capabilities.
• Establish and manage assessment batteries by designing, developing, and/or purchasing assessment instruments aimed at contributing towards enhanced selection and/or development processes within the group.
• Oversee the LMS by ensuring effective utilisation, maintenance, pathway allocation, and reporting.
• Lead initiatives to assess and enhance employee engagement, fostering a culture of inclusivity, belonging, and performance. This includes regularly measuring and analysing HR-related data to identify areas for improvement and implement targeted interventions.
• Collaborate with wider HR team and business leaders on large-scale change initiatives, offering insights on human impact and employee engagement.
• Equip managers and employees with tools, resources, and skills to navigate change effectively.
• Contribute towards driving the HR strategy within the Meridian group as per the FY strategic scorecard.
• Contribute towards the extent to which employees and direct reports understand their roles and duties, as aligned to the strategic intent of the business.
• Take responsibility for personal development by continuously updating job knowledge, staying abreast of industry trends and participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organisations etc. This includes all training and development initiatives presented by the company in line with your development within your current role.
• Guide and support the development and growth of team members (direct reports) by effectively managing development and career path plans (where applicable), to ensure that team members are continuously upskilled and can demonstrate an understanding of the profession and changing landscape.
• Continuous assessment of company and people related risks and implementation of remedial actions.
• Implement good corporate governance within the organisation and across the various divisions.
• Drive succession planning as per FY strategic scorecard by identifying critical, vulnerable & scarce skills roles and nurturing future leaders across the group, using talent review processes and succession plans.
• Ensure effective skills transfer and cross-functional training of all direct reports to contribute towards succession planning and shaping a work environment that promotes continuous development of talent.
• Manage adherence to QMS and HR policies and procedures.
• Ensuring that HR processes and practices are standardised and updated per the Quality Management SOP.
• Demonstrate ability to effectively anticipate and manage organisational change within HR division.
• Motivate, inspire, and empower employees to foster a positive work environment and high levels of employee satisfaction.
• Unlock effort and drive a high-performing team.
• Facilitate open and effective communication and promote cross-functional and cross-company collaboration thereby contributing towards a diverse and productive work environment.
• Address and resolve conflicts within the team to maintain a healthy work environment.
• Facilitate regular check-in meetings with team members to discuss progress made on KPI achievement (performance), development opportunities (individualized guidance), and well-being (personally and professionally).

Qualifications and experience:

• Master’s degree in Industrial and Organisational Psychology, a certificate in Change Management will be beneficial.
• Registered as a Psychologist at HPCSA. 
• 6+ years of experience in the Human Resources field with a proven track record in talent management-related projects and initiatives. Inclusive of 2-3 years of Supervisory/Management experience.