Talent Management Lead - JHB at KPMG South Africa

Overall purpose of the role

Responsible for overseeing the entire process of attracting, recruiting, and retaining top talent. Responsible for developing and implementing effective strategies to identify and acquire skilled individuals who align with the company's values and objectives. This role will be important in managing and nurturing the talent within the organization to ensure long-term success and employee satisfaction.

List of key performance areas and key performance indicators

Measurement

List the tasks underpinning the responsibility

(focus on the complexity of the job whilst providing the detail)

Functional knowledge

(the requirements for technical knowledge of functional work and activities)

•  Overseeing the recruitment process and design processes to ensure the team is performing optimally and able to attract and acquire the correct talent
•  Work alongside business leadership to identify workforce requirements in line with business requirements
•  Assist the business to create and develop accurate and compelling job descriptions that will attract the correct talent/candidates
•  Promote the firm’s brand to attract and engage potential top talent candidates
•  Develop and drive initiatives that will create a positive candidate experience throughout the recruitment and onboarding  processes
•  Staying updated on industry trends, talent market dynamics, and emerging recruitment technologies to anticipate talent needs and proactively adapt recruitment strategies to attract and retain top talent
•  Implement continuous improvement initiatives to enhance the efficiency and effectiveness of the talent acquisition process
•  Provide input to the Chief Learning Officer towards the development and implementation of the firm’s Learning strategy in line with organizational goals  
•  Work alongside the Chief Learning Officer to implement and monitor mentoring programs and help drive a mentoring culture in the firm
•  Work alongside the Lead Organisational Effectiveness and Development to assist with initiatives and programs in place to enhance employee engagement and satisfaction
•  Ensure that a consistent and structured  leadership assessment process is followed for those Colleagues on the leadership track and for all direct entry senior level candidates in collaboration with the Lead Organisational Development and Effectiveness
•  Work alongside the performance development Lead to design strategies and processes for talent mapping and career pathing
•  Develop and implement a critical skills assessment framework
•  Ensure that the correct change management processes take place where talent management initiatives are implemented.

Business expertise

(the job’s requirements for knowledge and expertise about the business rather than the technical expertise)

•  Developing and implement a talent acquisition strategy that aligns with the PPC strategy and the firm’s goals. This includes identifying the most effective sourcing channels, designing attractive job postings, implementing efficient candidate evaluation processes and effectively attract top talent to meet the headcount growth need of the business.
•  Together with the BU HR Partners, identify high potential colleagues with key positions in the firm and creating succession plans to ensure a pipeline for these roles
•  Working closely with hiring managers, BU heads, and senior leadership to understand their talent needs and align recruitment strategies and initiatives accordingly.
•  Work alongside the BU HR Partners to assess their workforce plan and provide them with the assistance them in achieving their goals and targets
•  Support the developing and executing a talent development plan in respect to candidates that attended the Development Centres and Leadership Assessment Centres for the purpose of career progression
•  Develop a talent retention approach and program to minimize turnover and one that retains top performers

Leadership

(the requirements of the job for providing leadership and guidance to others, it measures the nature and breadth of the leadership)

•  Performance management of the Experience Hires Recruitment team.
•  Collaborate with the Function Strategic HR Managers to drive succession planning in each Function
•  Improve the firm’s overall ability to attract, develop, retain, and build the strength of succession pipelines according to the firm’s strategy and legislative objectives
•  Support the development and roll-out of an integrated high performance and talent development initiative and, practices, across functions that will support the achievement of the firm’s targets, objectives and needs
•  Collaborate with the Function Strategic HR Managers to drive Career Management initiatives in each Function

Nature of impact

(measures how the job impacts the business by measuring the overall responsibility associated with the job)

•  Ensuring compliance with employment laws and regulations and risk requirements throughout the talent acquisition process, including being the owner on the ISQM controls relating to talent acquisition.
•  Promoting diversity and inclusion by implementing the transformation and inclusion strategy to attract a diverse pool of candidates and eliminate bias from the recruitment and selection process. Challenge areas where this is not being followed or considered.

Area of impact

(measures how wide the impact of the job is within the organisation)

•  Collaborate with hiring managers to make informed decisions about candidate selection.
•  Collaborate with Heads of Function, Heads of Business Units and Function Strategic HR Managers to ensure that succession planning is in place for all key / critical roles
•  Provide input to Head of People for Exco/ Board reporting on talent management strategy including succession planning
•  External stakeholder management i.e. regulators, professional bodies, external recruiters etc

Interpersonal skills

(the level and type of people skills required to perform this job on an ongoing basis)

•  Ability to communicate effectively and with impact at all levels
•  Ability to maintain confidentiality
•  Ability to engage with C-suite executives

Problem solving

(measures the mental skills required in order to perform this job and the complexity of typical problems)

•  Utilising data and analytics to measure the effectiveness of recruitment efforts, identify areas for improvement, and provide regular reports and insights to key stakeholders.
•  Make use of data through analysing the data available and interpreting it to derive meaningful insights in terms of talent management decisions that need to be made.
•  Collect data and analyse this to generate insights and reports on talent metrics, trends, demographics etc and use this information to enable the leadership to inform decision making

Level of decision-making / authority

(the level of decision-making that is required in order to perform this job)

•  In collaboration with the PPC management team and the Head of People, make decisions in terms of the appropriate talent management practices to be implemented

Position specifications:
 Educational (minimum level required to perform the job)

•  Bachelors Degree in Human Resources, Organisational Psychology or a related discipline

 Other requirements

• Comprehensive understanding of talent management practices
•   Professional HR registration will be an advantage

 Experience (minimum years of experience and in which fields, required to perform the job)

• Minimum of 5 to 7 years of experience in HR, talent acquisition and talent development
•   Minimum of 5 years’ experience in a professional services firm

 Core competencies required for the job

• Champion inclusion
• Advance on ethical environment
• Make sound decisions
• Demonstrate self awareness
• Drive quality
• Apply a strategic perspective
• Foster innovation
• Build collaborative relationships
• Develop and motivate others
• Change management
• Highly analytical and ability to interpret data into meaningful insights
• High level of communication skills
• Ability to manage relationships effectively
• Ethical and high integrity
• Ability to maintain confidentiality
• Presentation skills