Talent Development Manager at Macsteel

Job Advert Summary    

• The Talent Development Manager is responsible for driving Macsteel’s corporate talent management and learning strategy. The role provides central coordination and governance over succession planning, skills gap analysis, talent pools, workforce capability development, strategic recruitment support, onboarding, induction, probation support, and learning initiatives.
• The position supports HR, operational leaders, and line management in ensuring the organisation has the right people, skills, and capability to meet current and future business needs. The role also oversees the Training Department to ensure all learning and development initiatives are practical, business-focused, and aligned to succession planning, skills gaps, workforce planning, compliance, and employee development priorities.

Minimum Requirements    
Required Qualifications / Experience

• Bachelor’s degree in Human Resources, Industrial/Organizational Psychology or any related field (preferred)
• Minimum 5 - 7 years experience with strong focus on both recruitment and skills development
• Experience in a manufacturing, industrial, or FMCG environment is
• Solid understanding of South African skills development legislation, SETA processes, WSP/ATR submissions, and BBBEE scorecard requirements.
• Proven track record of managing learnerships, internship programmes and
• Registered Skills Development Facilitator (SDF) is highly advantageous

Duties and Responsibilities    
Job Specification

Talent Acquisition & Recruitment

• Partner with the Senior HR Managers and HR Managers to manage the consistency with the full recruitment lifecycle for all agreed roles across the business.
• Act as a central point when sourcing for scarce skills within the organization.
• Partner with hiring managers, senior HR Manages and HR Managers to define role requirements, develop job profiles, and implement effective sourcing strategies
• Build and maintain a strong talent pipeline through proactive headhunting, talent pools, and agency relationships who can support our organizations strategy
• Track and report on recruitment metrics including time-to-fill, cost-per-hire, source of hire, and offer acceptance rates
• Identify High turnover positions, perform investigations and propose suggested support in findings to be actioned by HC Executive and Senior HR Managers

Onboarding & New Hire Integration

• Work with Senior HR Managers and HR Managers to design and continuously improve a structured onboarding programme that accelerates new hire productivity and engagement
• Work with Senior HR Managers and HR Managers to ensure new hires are effectively inducted into the business, team and their role
• Assist Senior HR Managers and HR Managers with regular check-ins with new hires during their probationary period and address early retention risks

Skills Development & Training

• Oversee and manage the full Skills Development function including conducting Training Needs Analysis in collaboration with Senior HR Managers and HR Managers
• Oversee the full WSP/ATR process as well as submission to SETA
• Manage the skills development budget and maximise SETA grant claims and levy returns.
• Build relationships with third party training providers who can deliver and support on the long-term skill development of the company

Performance & Career Development

• Support the performance management process by facilitating goal-setting, mid-year reviews, and year-end sessions.
• Identify high-potential employees and partner with HR leadership to design tailored development plans and succession pipelines.
• Champion internal mobility by matching employee career aspirations with business opportunities.

Reporting & Compliance

• Maintain accurate records of all training activity, certifications, and development interventions in the HRIS.
• Provide regular reporting on recruitment progress, training completion, skills spend, and BBBEE scorecard contributions (Skills Development pillar).
• Ensure all recruitment and development practices comply with relevant legislation, including the Employment Equity Act, Skills Development Act, and Labour Relations Act.