Talent Management Specialist at AfroCentric Group

Position Purpose

• To support the development, implementation and evaluation of Talent Management strategies, frameworks and programs that facilitates the identification, development and retention of a skilled, motivated and diverse workforce that drives the achievement of AfroCentric’s current and future business objectives. To participate in the development of Talent Management policies and the related processes, procedures and guidelines. To lead the implementation of Talent Management projects, initiatives and programs, while staying updated on industry trends and applying bestinclass workable solutions.

Position Specific Outputs

Talent Management and Succession Planning:

• Support the development, execution and evaluation of Talent Management strategies, policies, frameworks and programs aligned to business strategic
• imperatives ensuring superior customer experience, effectiveness and efficiency.
• Drive the implementation of Talent Management initiatives and programs through partnering with Human Capital Business Partners (HCBP’s) and other
• relevant business stakeholders.
• Plan, manage and ensure effective implementation of Business Unit Talent Reviews aligned to the Sanlam Group Talent Management Cycle ensuring that
• AfroCentric has a robust pipeline of capable employees ready to assume critical and scarce roles, fostering business continuity and minimizing
• disruption during transitions.
• Drive posttalent reviews initiatives and engagements for transparency and business continuity.
• Put measures in place to track the execution of key actions derived from Business Units Talent Reviews and report accordingly.
• Work closely with the Talent Acquisition Specialists to develop external talent pools for critical and scarce roles to address succession risks and
• strengthen the benchstrength.
• Talent Assessments and Development:
• Facilitate psychometric assessments to identify and evaluate potential successors for critical and scarce roles.
• Use insights from assessments to assist line managers to develop targeted Personal Development Plans to improve performance.
• Partner with Learning and Development to source development programs tailored to succession candidates.
• Stakeholder Collaboration:
• Work closely with HCBP’s and business leaders to integrate succession planning into broader Talent Management practices.
• Conduct training sessions to upskill HCBP’s and business leaders on the execution of Talent Management processes and systems to achieve respective
• departmental objectives.
• Enable HCBP’s and business leaders to utilize AfroCentric Talent Mobility and Deployment Framework to develop and retain talent, as well as
• optimizing the workforce to meet challenging business needs.
• Ensure diversity, equity and inclusion are central to all Talent Management and Succession Planning efforts.
• Build strong partnerships with business by attending relevant meetings, forums, and committees.
• Data Management and Reporting:
• Maintain accurate and confidential records of Business Units succession plans.
• Provide regular reports to business leaders on succession readiness and gaps, enabling them to make better talent decisions.
• Use analytics to measure the effectiveness of succession planning initiatives and recommend improvements.
• Identity talent related risks, develop controls and mitigate the risks by conducting regular audits.
• Ensure compliance to Talent Management policies and processes.
• Exit Management:
• Ensure strict adherence to the Exit Management Policy and the related offboarding processes.
• Analyse trends from exit interviews to identify areas for improvement within the organisation.
• Prepare quarterly reports on attrition rates and key themes identified during exit interviews for leadership review. Propose retention strategies.
• Overseer AfroCentric Alumni Network Program aligned with Sanlam Group.

Knowledge:

•  Expertise in Talent Management, Succession Planning and Exit Management.
•  Broad understanding of Human Resources policies, processes, and practices.
•  Knowledge of legal and compliance considerations in Talent Management.
•  Knowledge of the industry and market.
•  Proficiency in HR systems and analytics tool, e.g., Microsoft Suite (Word, Excel PowerPoint), Oracle.
• Generic Objectives

Specific deliverables:

• Stakeholder Management:
• Assist Line Managers:
• Provide guidance on short listing
• Ensure the correctness of job specification with line management, Organisation Design and Centre of Excellence (the right competencies,
• qualification and experience) relevant to business requirements
• Ensure adherence to Recruitment and Selection legislation
• Interview documentation prepared timeously
• Assist with interviews
• Take full accountability for the job interview library and ensure relevance to business requirements
• Operating Model:
• Ensure the Business Partner Officers and Line Manager's compliance with Recruitment processes and policy
• Provide accurate recruitment reports and trend analysis
• Ensure a well managed Decline/Acceptance Process:
• All checks are done before acceptance
• Offer letter signed off and delivered to the applicant
• Coordinate Employee Welcome Induction:
•  Manage Induction process with internal and external stakeholders
• Ensure payroll and other company
• documentation is given to new employee on first day and signed .Ensure documentation is delivered to Payroll timeously
• Recruitment Reports and Trends:
• Analyse Recruitment reports and send to Head of Departments on a monthly basis. Analyse recruitment and selection
• trends internally and externally and make recommendations

Qualification and Experience 

Experience

• 3 – 5 years of experience in Human Resources, Talent Management and Succession Planning. Experience in dealing with highly confidential and sensitive information.

Qualifications

• Bachelor’s degree in human resources or industrial/Organisational Psychology. PostGraduate Degree would be an advantage.

Knowledge:

• Knowledge and understanding of relevant acts
• Working knowledge of LinkedIn Talent Solutions for talent sourcing
• Knowledge of Talent management methodology
• Knowledge of recruitment, selection and placement methodology
• Broad understanding of Human Resources policies, processes and practices
• Knowledge of the industry and market

Skill:

• Relationship building skills
• Problem solving and decision making skills
• Data gathering and analysis
• Attention to Accuracy and Detail
• Quality driven
• Ability to negotiate and influence
• Business Acumen
• Report writing and presentation skills
• Communication Skills
• Customer Focus
• Marketing Skills
• Social media savvy
• Networking Skills
• Facilitation and coordination skills
• Time Management Skills