Talent Management Manager at Financial Intelligence Centre (FIC)

KEY PERFORMANCE AREAS 

Talent Acquisition

• Develop and maintain talent acquisition strategies and support the execution to improve recruitment and business performance.
• Collaborate with recruitment teams to understand staffing needs and create job descriptions/profiles.
• Lead the implementation and maintenance of the FIC’s Employee Value Proposition
• Develop and maintain onboarding program and oversee the execution to ensure integration of new employees. 

Employee Development 

• Develop and deliver learning and development programs, competency models, career paths and talent assessments to enhance the skills and capabilities of the workforce as well as supporting a culture of growth and continuous learning.  
• Facilitate leadership development initiatives to ensure organizational readiness for future  leadership roles.

Employee Performance

• Oversee the performance appraisal process and improvement plans, ensuring it aligns with organizational goals.
• Provide guidance to managers on performance management best practices and employee feedback.

Succession Planning

• Develop and maintain succession plans to ensure continuity in leadership and critical roles.
• Monitor and evaluate the effectiveness of succession planning efforts.

Employee Engagement 

• Develop strategies to foster and maintain a positive work environment that enhances employee engagement and retention.
• Conduct employee surveys and analyse feedback to inform talent management initiatives.
• Foster a positive organisational culture that promotes collaboration and inclusivity.

Stakeholder Collaboration

• Partner with HR, divisions, and senior leadership to align talent initiatives.

Data and Analytics 

• Utilise HR metrics and analytics to assess the effectiveness of talent management programs and identify opportunities for improvement.
• Prepare reports and presentations for management on talent management initiatives and outcomes.
• Best Practice - Stay current with industry best practices and emerging trends in talent management, including digitisation and readiness for the fourth industrial revolution.

EDUCATION, SKILLS AND EXPERIENCE

EDUCATION

• Bachelor’s degree in human resources or related (NQF7)
• Post graduate degree or certifications in talent management or organizational development will be preferable.

SKILLS AND KNOWELDGE

• Legislative Framework (SAQA requirements, Skills development statutory requirements) knowledge
• Change management skills
• Good verbal, written, interpersonal and leadership skills 
• Ability to collaborate with cross functional teams, influence stakeholders and gain commitment with senior stakeholders including driving change
• Ability to analyse data and make strategic decisions 
• Ability to analyse  and interpret data and measure effectiveness of talent initiatives
• Ability to manage multiple projects simultaneously
• Self-driven, creative and strong ability to prioritise 

EXPERIENCE 

• 8 years’ experience in talent management 
• Minimum 5 years’ experience managing a talent management function
• Proficiency in HR software and data analysis tools and learning solutions
• 5 years’ experience in successfully implemented learning interventions through close partnership with key stakeholders from learning needs analysis to learning design and delivery