Talent and Succession Officer at MICT SETA

MINIMUM REQUIREMENTS: 

Educational Qualifications: 

• Bachelor’s degree (NQF Level 7) in Industrial Psychology or Human Resources Management/Development.  

Experience:

• Minimum of 3–5 years’ practical experience in Talent Retention, Training, and People Development. 
• Hands-on involvement in implementing Workplace Skills Plans (WSP) and Annual Training Reports (ATR). 
• Solid experience in the application of performance management processes, including system support and employee guidance. 
• Working knowledge of Organisational Design practices. 
• Exposure to drafting and applying internal talent development plans and succession planning processes. 
• Demonstrated ability to support the implementation of HR initiatives related to organisational culture and employee engagement. 
• Understanding of Employee Value Proposition (EVP) principles and how to apply them in retention, onboarding, and development. 
• Practical exposure to HR planning, reporting, and audits. 

Professional Registration: 

• Qualified Skills Development Facilitator (SDF). 
• Registration with IPM or SABPP is an added advantage. 

ROLES AND RESPONSIBILITIES 

HR Service and Support 

• Support the development and implementation of HR strategy in the business by ensuring that the HR delivery is fully aligned to business goals. 
• Participate in developing and implementing the HR strategy, HR policies, Operational Plan, Annual Performance Plan and HR Risk Register 
• To implement and deliver key HR initiatives as the key interface between professional HR and the Divisions. 
• Represent Human Resources at Divisions provide advice to the Line Manager and employees on the MICT SETA HR policies, procedures and practices. 
• Provide Line Managers and employees with professional HR service and support, whilst maintaining accountability for the effective delivery of HR services across the Divisions/Departments. 
• Contribute actively to building the reputation of the HR Department in the MICT SETA ensuring that it meets the quality standards for service delivery to internal and external clients. 
• Act on behalf of the HR Manager when required, including representing the department at management and committee meetings (MANCO) 
• Supporting projects related to the organisation’s Employee Value Proposition (EVP) to improve employee experience and retention. 
• Collaborating closely with HR generalists and administrators to ensure alignment and successful execution of HR programmes. 
• Provide a comprehensive employee life cycle and staff centred, pro-active and integrated HR service. 
• Attend divisional’ meetings as agreed and provide solutions to their related concerns.
• Builds a strong business relationship with the internal client and employees. 
• Conduct salary benchmarking in line with recruitment and selection policy 
• Maintain high standard of HR output through Service Level Agreements. 
• Oversee the implementation and delivery of key HR projects as the key interface between HR and the Divisions. e.g. performance management policy and systems, OD Initiatives. 
• Ensure HR’s readiness for periodic B-BBEE audits, including maintaining accurate records across employment equity, skills development, recruitment, and training compliance. 
• Builds business relationship with relevant internal and external stakeholders that are relevant, aligned with and enhancing the achievement of the MICT SETA and HR objectives. 

Organisational Design 

• Assist in designing and implementing organisational development (OD) strategies and initiatives aligned with MICT SETA’s strategic goals and objectives. 
• Conduct assessments of the organisation’s current state, including culture, structure, systems, and processes, to identify areas for improvement. 
• Support managers in developing and implementing effective change management plans that drive transformation and strengthen employee engagement. 
• Contribute to initiatives that promote a culture of engagement, collaboration, and high performance across the organisation. 
• Work collaboratively with departments to coordinate process improvement initiatives aimed at enhancing efficiency and streamlining workflows. 
• Assist in the development and maintenance of a competency framework that supports performance management, skills development, and succession planning. 
• Provide support in job profiling and job evaluation to ensure clarity of roles and internal equity. 
• Serve as the custodian of all MICT SETA organograms, ensuring they are accurate, updated, and aligned to the approved structure. 
• Support the application of change management practices across all OD projects to ensure smooth transitions and stakeholder alignment. 
• Stay current with organisational development trends and best practices, and contribute to the continuous improvement of organisational systems, processes, and culture. 

Training and Development 

• Serve as the Skills Development Facilitator (SDF) for MICT SETA and ensure compliance with legislative requirements. 
• Collaborate with HR teams and line managers to design and implement training programmes that build both leadership and technical capabilities. 
• Design and facilitate development programmes aimed at preparing high-potential employees for future leadership roles. 
• Provide relevant data and insights for inclusion in the WSP/ATR, ensuring alignment between training interventions, talent development, succession planning, and retention priorities 
• Prepare and present monthly training reports, including trend analysis and forecasts 
• Ensure the annual training plan is executed within approved timelines and budget constraints. 
• Source, evaluate, and recommend high-quality training providers to deliver programmes aligned with organisational needs. 
• Liaise continuously with managers across all departments to understand operational training needs and identify development opportunities. 
• Conduct annual skills gap analyses and make informed recommendations to ensure employees are equipped with critical competencies. 
• Plan and submit the annual training budget and monitor training expenditure to ensure alignment with approved allocations. 
• Research and collaborate with departmental managers to ensure training interventions are relevant and impactful. 
• Design and implement online learning content 
• Ensure the effective operation of the Skills Development Committee  

Talent Management 

• Assessing current employees to identify individuals with the skills, potential, and leadership qualities needed for future senior roles. 
• Identify and develop effective talent management tools to ensure a strong bench strength. 
• Creating a pool of qualified candidates for key positions by designing and implementing targeted development plans. 
• Analysing critical roles within the organization and identifying potential successors for each position. 
• Facilitating career progression opportunities within the organization by identifying suitable roles for high-potential employees. 
• Collaborating with various departments to identify high-potential employees, create career pathways, and ensure a robust pipeline of talent for key roles within the organization 
• Develop and implement succession planning framework 
• Monitor and evaluate trainee's progress and development by implementing an evaluation and proficiency assessment process that is consistent with MICT SETA’s appraisal, developmental and feedback standards. 
• Develop and conduct audits to identify training needs and opportunities for performance improvement. 
• Review and oversee the on-boarding process to ensure new hires integrate successfully.

Performance Management 

• Support the implementation and continuous improvement of MICT SETA’s performance management system. 
• Monitor the completion and quality of performance and competency appraisal forms. 
• Provide advice and guidance to managers and staff throughout the performance management cycle. 
• Review appraisal outcomes and escalate performance-related issues to the Head of HR. 
• Draft performance reports with insights and trend analysis for relevant HR forums, recommending improvements where necessary. 
• Facilitate performance-related training for line managers to support achievement of organisational targets. 
• Identify and address workplace barriers that impact performance, including skills gaps or departmental inefficiencies. 
• Manage incapacity cases related to underperformance by guiding managers through formal processes, ensuring fairness and compliance. 
• Communicate current and upcoming performance processes to employees and ensure clear understanding. 
• Conduct induction sessions for new staff and managers on the performance management process. 
• Encourage feedback from employees to continuously refine performance standards and processes. 

Policy Development 

• Identify the need for policy development. 
• Conduct research and consult with internal stakeholders, subject matter experts, and legal references to inform policy content. 
• Draft policies and standard operating procedures in clear language. 
• Ensure all policies are aligned with MICT SETA’s values, mission, and comply with applicable laws and regulations. 
• Coordinate the review process by engaging relevant stakeholders, including management, organised labour, legal etc. 
• Incorporate feedback from all relevant parties to improve clarity, relevance, and effectiveness. 
• Present policy drafts at relevant internal meetings or forums for consideration and discussion. 
• Facilitate the approval process, ensuring policies are signed 
• Communicate and roll out approved policies to all employees 
• Support the monitoring and evaluation of implemented policies to ensure compliance and effectiveness and recommend revisions when necessary. 

Change Management 

• Act as a bridge between the current state and the desired future state, minimising disruption and maximising the success of organisational changes. 
• Apply change management principles and practices to facilitate the smooth implementation of new systems, processes, and structures. 
• Assist in the roll-out of HR-led initiatives, providing support with post-implementation problem-solving, refinement, and feedback collection. 
• Acts as primary consultant and subject matter expert for post-implementation problems, challenges, and refinements of HR-led initiatives. 
• Keep Stakeholders and management informed. 
• Ensure the Change Management process is led and supported together with the Stakeholders. 
• Ensure client needs are accurately captured in scope and signed off by Stakeholders. 
• Ensure satisfactory post implementation review and performing retrospectives/inspect & adapt sessions as required. 
• Ensure sufficient resource allocation to Change Management interventions and exercises. 
• Ensuring clear and consistent communication about the change to all stakeholders. 
• Working with various stakeholders to ensure alignment and buy-in for the change. 
• Ensure sufficient learning material is designed, documented, and approved by key Stakeholders and uploaded to the relevant learning platforms. 
• Develops project plans to meet MICT SETA ’s strategic objectives. 
• Coordinate and support the execution of (EGMs) and quarterly organisational meetings  

Governance, Risk and Compliance 

• Maintain and update the HR Risk Register and monitor mitigation actions together with the HR team. 
• Monitor compliance with HR policies, procedures, and applicable legislation in collaboration with relevant. 
• Coordinate with the HR team to provide internal and external auditors with required documentation timeously. 
• Collaborate with the HR team to submit monthly and quarterly HR management reports, ensuring accuracy and alignment with MICT SETA’s standard 
• Participate in HR-related committees and contribute to compliance and governance discussions.
• Assist in identifying and applying fraud controls, risk prevention principles, and sound governance practices, in collaboration with the HR team. 
• Support the implementation of compliance action plans and updates to the HR risk register. 
• Monitor Employment Equity (EE) compliance and, together with the HR team, advise line managers on mitigating risks and corrective actions. 
• Support the coordination of HR projects, including the drafting of Terms of Reference (ToR) and participation in BSC and BAC meetings where required. 
• Represent the HR function, where appropriate, in cross-functional MICT SETA committees, including BSC, BAC, BEC, and other governance forums. 
• Consolidate the HR Annual Report in collaboration with the HR team, ensuring accuracy, compliance, and alignment with organisational reporting requirements 

Supervisory

• Allocate duties and do quality control of the work delivered by employees. 
• Advise and lead employees with regard to all aspects of the work. 
• Manage performance, conduct and discipline of employees. 
• Ensure that all employees are trained and developed to be able to deliver work of the required standard efficiently and effectively. 
• Develop, implement, and monitor work systems and processes to ensure efficient and effective functioning.