Talent Management Specialist at Cape Peninsula University of Technology

Job Purpose;

Reporting to the Manager: Talent Management, the university wishes to appoint a pragmatic, versatile and experienced HR professional who will join a multi-faceted inclusive and diverse, robust and highly collaborative smart human-centric Human Capital team to amongst others:

• Strategically support and help drive the University’s human-centric values and philosophy through strong and professional thought leadership, strategic orientation on talent, and well-intentioned smart talent management activities, interventions and programs which are strategically aligned to the University’s Strategy, Vision and Mission
• As a functional contact, provide subject matter expertise as a functional contact and talent insights; and enable the University to recruit and select the best quality candidates fit for purpose at all levels.
• Execute and coordinate the end-to-end talent acquisition strategy, Talent Retention and Talent Management Strategy aligned to the University’s Strategy; accurately utilising the Talent Acquisition processes, systems and tools to achieve the desired outcomes; and leveraging the employee value proposition to ensure a highly positive candidate experience.
• Support the design, implementation, monitoring and evaluation of talent management programs (e.g., workforce planning, succession planning, talent reviews, career development, career pathing and other strategic projects) that drive the University’s values, increase employee engagement, and accelerate performance to deliver business results.

Job Knowledge, Skills and Experience;

• B Tech in Human Resource Management/Development or a Degree in behavioral sciences, or equivalent
• 6 years’ experience working in HR as a Business Partner or Generalist with significant exposure in one or more specialist roles
•  Prior significant experience (of the 6 years mentioned above, at least 3 years) within the designated functional area or Organisation Development is essential.
• Additional exposure across one or more functional areas within the CoE in particular Organisation Development, as well as Higher Education experience will be advantageous.

Key Performance Areas / Principal Accountabilities

Implementation of Talent Management Strategy through amongst others:

•  Align and execute Talent Management Strategy.
•  Provide thought leadership on end-to-end talent management practices and processes to inform the overall CPUT Talent Management strategy.
• Assist in developing and overseeing the implementation of an Integrated Talent Management strategy that integrates talent search, identification, acquisition, selection, engagement, development, retention and talent metrics to provide supply and demand solutions to the CPUT business.
• Ensure development and implementation of innovative talent management solutions and processes.
• Ensure and coordinate an efficient and effective talent pipeline across the Cape Peninsula University of Technology to assist in the realisation of the University’s strategy.
• Develop a Talent Management Framework to guide the realisation of the Talent Management Strategy.
• To provide technical support to HC BP, line management and staff
• To research and keep abreast of market and legislative trends and practices to frame changes in the external environmental to identify opportunities for improvement in existing policies and processes
• To undertake targeted analysis and projects as appropriate
• Assist with development of new and actively monitor existing policies, practices, procedures and forms/ templates within the areas of expertise and make recommendations for continuous improvements.
• Continuous improvement planning and on-going review of milestone progress on projects, processes, and systems.
• Manage the e-recruitment system and perform routine quality checks to ensure data and system integrity.
• Participate in developing and implementing organisational development strategies, providing thought leadership, and innovative interventions that instill best practice learning organisation ethos.
• Leadership of cultural and behavioral change across the University.

Implementation of Talent Acquisition Strategy:

• Assist in developing and implementing a Talent Acquisition and Selection strategy for CPUT to ensure attraction of the best talent, at the right time for the right jobs with a quick and cost-effective turnaround time.
• Coordinate and implement best practice strategies pertaining to talent sourcing (including headhunting and targeted searches, etc.)
• Communicate and oversee the implementation of Talent Acquisition and Selection Policy.
• Develop, communicate and oversee guidelines on the selection process to ensure identification of the most suitable candidates.
• Guide BPs and line managers in Best Practice in regard to talent acquisition and selection processes and procedures.
• Develop processes and procedures to verify qualifications, certifications and background information (and getting legal input where necessary).
• Provide input in the strategic workforce planning process to support CPUT strategy.
• Develop competency models and ensure implementation to enable integration across talent lifecycle.
• Develop Competency-based Dictionary, Interview Guide templates and assist the talent acquisition team with customisation where applicable.
• Use assessment tools/interventions in evaluating Rising Stars and other HIPOs for participation in various leadership programmes.
• Assist in the development and implementation of processes, programs, and systems in support of talent management strategy, interventions and policies.
• Administers talent management programs and systems according to defined strategy and plan, including the creation and delivery of key deliverables,
• Implement sourcing strategies to build pipelines of potential applicants, such as employer branding initiatives.
• Create and implement end-to-end candidate hiring processes to ensure a positive experience.
• Coordinate with BPs and hiring managers to identify staffing needs in different areas and departments.
• Develop and implement processes, programs and systems in support of talent management strategy ensuring superior customer experience, effectiveness, and efficiency.
• Ensure a quality and expert service is delivered through the centre of excellence, and monitoring effectiveness and impact.
• Take steps to ensure positive candidate experience.

Development of Talent Metrics:

• Develop key metrics to assist in Talent Management.
• Provide continuous updates to the business on Talent Management.
• Manage and track progress of critical skills and critical positions.
• Continuously analyse competence achievement against business performance.
• Work with HC Business Partners to ensure a seamless delivery of the Talent Management function.
• Monitor, measure and report on Talent Management and develop appropriate interventions where required.
• Track, interpret and report succession planning metrics.

Succession Development:

• Identify long-term trends in talent management data and provide recommendations to Senior Leadership and key stakeholders to support decision making or plans of action.
• Design, drive and monitor implementation of effective succession planning processes, identification of critical positions, success risks, and potential succession candidates (HIPO).
• Develop succession planning templates.
• Ensure implementation of processes that support effective and efficient management of succession across the University.
• Develop and establish a Career Management Strategy.
• Ensure the staffing needs of the University are met, with a long-term talent strategy in mind.
• Assist in the Facilitation of the Annual Talent Review/Succession Planning Cycle.

Administration and reporting:

• Receive all approved vacant positions for advertising.
• Draft print and/ or online media adverts, decide on which media to advertise on and when the best day for placement will be.
• Ensure the print media adverts are accordingly placed and where applicable liaise with recruitment agencies and/ or headhunting/ search agencies.
• Assist with talent acquisition processes (e.g., recruitment & selection – shortlisting's and interviews, etc.)
• Advise BPs and line managers on competency-based assessments where applicable.
• Ensure that competency dictionary is up to date.
• Maintain Talent management templates.

Monitor policy implementation and adherence;

• Generate and share monthly talent acquisition and selection; and staff mobility reports as required.
• Do system audits and ensure standardization of adverts in the system.
• Design and deliver employee training programs (e.g., individual, team, skill-based and management training where applicable)

Arrange competency-based trainings;

• Ensure the effectiveness and alignment of talent management processes to Vision 2030
• Support Talent strategy to make sure that CPUT has the workforce it needs with the necessary skills to fulfil its mission, vision, and business priorities.

Facilitate succession plans;

• Discuss career-pathing options with high-potential employees.
• Conduct skills gap analyses to determine personnel needs.
• Calculate employee engagement metrics, like retention and turnover rates.

Monitor Recruitment budget;

• Organize quarterly and annual people plans review sessions and planning.
• Perform benchmark analyses of talent management processes.
• Proactively support sourcing and hiring, attraction and selection of high-potential employees
• Conduct labour market research to inform decisions on talent.
• Support and guideline managers and employees to effect talent strategy
• Assist in designing employee training programs, workforce planning, building succession plans, talent pools and guide an internal career pathway process.
• Input into overall talent acquisition strategy of the University
• Perform any analysis that might be required e.g., recruitment results, media utilised, best response, etc.
• Compile statistics and information for monthly Management Information Report in respect of Human Capital
• Report on regular basis at the management meetings.
• To support the delivery of annual events or cycles of events relevant to the function
• To compile data, reports, materials, analysis and proposals for consideration by the CoE preceding submission to various governance structures including but not limited to; the Deans' Forum, Executive Committee, HRCC, ManCom,etc.

Advertising:

• Compile print media and/ or online advertisements
• Establish budgetary requirements before advertising.
• Checks that invoices are correct and that adverts have been placed and return to creditors for settlement of account.
• Receive enquiries regarding advertisements and supply information where applicable.
• Prepare documentation for short listing for members of the selection panel where applicable.

Internal/External Liaison:

• Foster and maintain relationships with internal and external stakeholders.
• Liaison with recruitment agencies for sourcing applicants where applicable
• Liaison with the Job Analyst to confirm profiles of the jobs before advertising.
• Liaise with other CoEs e.g., Organisation Effectiveness/ Development, L&D, ER and Stakeholders Engagement etc.
• Respond timeously to inquiries or complaints.
• Serve as a key point of contact to the business for talent management matters.

Record keeping:

• File all talent management related documentation in a systematic manner for future reference.
• Maintains a record of advertisements, including media advertised in and cost and cost.
• Filling of all talent management records (e.g., workforce plans, succession planning records, staff mobility, staff turnover etc.)

Competencies:

• Highly detail-oriented, analytic, and energetic
• Demonstrable experience of effective oral and written communication skills
• Demonstrable experience in managing multiple projects and activities to meet multiple competing deadlines.
• Innovative and creative
• High degree of organizational and time management skills
• Ability to set and manage expectations and competing priorities.
• Proficiency in MS Office (Word, advanced Excel, PowerPoint, etc.)
• Demonstrable experience in designing and executing talent management processes and programs.
• Work experience in talent acquisition or similar roles
• Applied knowledge of Applicant sourcing and Tracking Systems
• Excellent interpersonal and conflict management skills
• Ability to support organizations with high degree of complexity.
• Conscientiousness and versatility
• Assertive and persuasion skills
• Confident and self-starter with a penchant for continuous improvement
• Ability to think and work cross-functionally and build sound networks and relationships.
• Innovative and creative
• Ability to work under pressure and manage expectations.
• High degree of stress tolerance
• Client focused and quality oriented.
• Experience in workforce planning/people planning and forecasting.
• Dependability (Takes responsibility to accomplish job assignments within reasonable deadlines)
• Integrity
• High degree of commitment to Excellence
• Customer Service
• Tactful in approach
• Tenacity
• Hard working
• Strategically Aware
• Applied knowledge of labour laws and conventions
• Experience in report writing.
• Problem solving skills.
• Teamwork
• Personal Drive
• Ability to work independently.