Talent Management Specialist (Port Elizabeth) at Aspen Pharma Group

Responsibilities

Talent Acquisition 

•  Secure accurate profiles, grades and level of vacancy informing the recruitment process
•  Conduct external and internal recruitment for all Grade DL vacancies at SA Operations, in line with policy and legislation, within a turnaround time of 30 days 
•  Determine, in line with line management, the assessments required related to a job, document decisions and implement during recruitment process
•  Coordinate relocation assistance where required and take responsibility for inclusion in employment contract
•  Work with line management to ensure a smooth, timely and cost-effective recruitment and selection process
•  Maintain up to date knowledge on best practice recruitment and selection techniques with specific attention to E, D & I
•  Maintain good communication with all relevant stakeholders to foster a positive Employer Brand experience
•  Develop talent pipeline at SA Operations to ensure business continuity and transfer of skills
•  Track and report on Talent Acquisition metrics to measure and evaluate effectiveness of programmes, processes to ensure continuous improvement
•  Build and coordinate an onboarding and offboarding programme that fosters a positive employee experience

Talent Management 

•  Implement and monitor Succession, Career Pathing and Retention strategies in line with Talent Management Policy Framework and Governance
•  Educate Line Managers on Succession, Career pathing and Retention policies and processes and develop toolkits for implementation
•  Develop metrics to understand where talent sits and where critical skills gaps are at SA Operations
•  Identify mission critical and key person roles to determine need of successors, and identify current incumbents in key positions
•  Identify high potential candidates for the succession planning programme, based on experience and competencies
•  Assess skills and experiences required for unmatched critical positions, and report output to line managers
•  Consolidate exit interviews and report on trends
•  Report to line mangers the risk areas, where no match exists between potential succession candidates and required skills and experience
•  Review and monitor periodically the progress of SA Operations succession planning program, and highlight program adjustment, where and when needed
•  Identify and propose criteria for identifying candidates as long term and short-term replacements
•  Track and report on Talent Management metrics to measure and evaluate effectiveness of programmes, processes to ensure continuous improvement
•  Coordinate Talent Review forums for SA Operations

Performance Management 

•  Implement the Group Performance Management Framework and toolkits to guide employee effectiveness
•  Advise and assist HC Business Partners on how to guide line managers to set SMART objectives for their direct reports and teams
•  Provide training to Human Capital Business Partners on Performance Management
•  Provide bi-annual and annual data on Performance Management to ensure accurate and reliable management information that facilitates executive decision making
•  Coordinate the annual Performance Review process
•  Ensure the Performance Improvement Programme is implemented fairly across SA Operations 
•  Track and monitor PIP implementation in collaboration with Business Partners
•  Track and monitor performance of successors and suggest strategies to close development gaps
•  Stay abreast of changing strategies, conduct research and make recommendations on new designs, systems, approaches and applications in the area of Performance Management

Employment Equity 

•  Support the implementation of the Employment Equity plan and own EE monitoring and reporting at site level
•  Drive compliance to Employment Equity targets according to EE plan 
•  Facilitate training and development on employment equity plans and provide guidance on how to meet targets
•  Consult with relevant stakeholders on employment equity matters
•  Support the development and implementation of transformation action plans
•  Contribute to the Employment equity meetings as a trusted partner, advisor and champion of Transformation
•  Help develop and coordinate SA Operations EE reporting and monitoring tools
•  Ensure the internal processes are aligned with the employment equity legislations
•  Coordinate the execution of transformation strategy and communication for all related projects
•  Drive EE activities such as road shows, training and communication to create awareness of EE issues
•  Drive the internal set up of affirmative action goals
•  Ensure the EE file is updated and audit-ready at all times

Equity, Diversity and Inclusion

•  Champion Equity, Diversity and Inclusion initiatives at SA Operations 
•  Lead and implement transformation initiatives to create a diverse workforce
•  Initiate and drive comprehensive employment equity/affirmative action strategies to ensure the business drives the equity initiatives in a systematic way (gender/racial/localization/disability)
•  Guide and support the SA Operations business to drive transformation in their business units
•  Provide input into the design and development of policies and procedures to enhance Equity, Diversity and Inclusion within the business

Requirements
Skills Required
Background/experience

•  Degree in Huma Resource Management or equivalent field
•  3 – 5 years’ experience in areas of talent management, talent acquisition, succession planning, performance management, Employment Equity and EDI (Equity, Diversity and Inclusion)
•  Certification in Learning and Development would be a distinct advantage  

Specific job skills

•  Experience within the Talent Management and Learning & Development functions is essential
•  Generalist HR experience would be an advantage
•  Experience in Succession Planning would be an advantage
•  In-depth and applied knowledge of talent management models, succession planning, employment equity act, diversity and inclusion programme development and retention strategies
•  Knowledge and ability to apply various candidate assessment and selection methodologies, tools and platforms and ability to effectively align them with specific recruitment needs

Competencies

•  Performance Driven 
•  Accountability / Ownership
•  Communicate Effectively
•  Deals with ambiguity / embraces change 
•  Continuously grows and develops 
•  Contributes special expertise