Talent Manager at BET Software

We Want You:

Are you a visionary leader with a passion for nurturing talent and driving organisational success? BET Software Durban is searching for an exceptional Talent Manager to spearhead our strategic HR initiatives. As the driving force behind our talent management efforts, you'll play a pivotal role in shaping the future of our organisation. From formulating innovative business strategies to implementing people-centric initiatives, you'll have the opportunity to inspire and empower our team to achieve greatness. Join us in building a culture of excellence and be a part of our winning team. Apply now and take the next step in your career journey with BET Software.

You Bring:

• Relevant HR qualification.
• Valid drivers’ licence.
• HR management experience.
• Experience in organisational development is advantageous.
• Previous experience within an IT environment is advantageous.
• High performance - consistently delivers required business results; sets and achieves goals, consistently complies with quality standards and meets deadlines; maintains focus on organisational goals.
• Accountability - follows through and delivers results in spite of obstacles. Approaches own work with dedication and high sense of responsibility.
• Problem Solving - identify, analyse, organise and solve problems and issues in a timely and effective manner. Anticipate problems, identify root causes and take corrective action. Evaluate effectiveness of a solution.
• Coaching and Mentoring - ability to coach and mentor team members.
• Reporting - collate and report on information. Account for and verify reporting figures/statistics. Review/analyse reporting statistics and figures in order to identify trends and make relevant recommendations.
• Relationship Management - developing and maintaining professional business associations at all levels. Establish relationships both inside and outside the organisation. Effectively apply networking and influencing skills.
• Business Acumen - understand main business drivers to impact on decision making and demonstrate financial impact awareness.

What You’ll Do:

Partnering with Company/HR Centres of Excellence

• Partner with HR centres of excellence to develop policies, programs and tools that will fulfil long term business needs and enhance organisational capability.
• Provide bespoke information and guidance to team members and managers on HR policy and practice and employment laws.
• Continuously evaluate and enhance the onboarding and induction process to optimise new starter experience.
• Manage the off-boarding and handover process
• Policy guidance, compliance and regular reviewing of HR policies and procedures to ensure that appropriate and relevant policies and procedures are in place for every stage in the employee life cycle.
• Ensure legislative compliance and operations risk management related to HR functions.
• Rollout of BBBEE transformation initiatives and EE plans.
• Keep abreast of EE legislation and developments within the Department of Labour and consistently monitor the company’s equity status, providing the business with detailed stats and updates.
• Provide development to senior managers regarding Employment Equity guidelines and standards.
• Manage the HR team and ensure that solid basic transactional HR functions are managed according to expected procedure and standards. Support, develop and coach the HR team, ensuring they are regularly upskilled and kept motivated.
• Climate surveys to be conducted on the business as and when required.
• Participate in designing, development and implementation of innovative workforce retention programmes.
• Wellness days to be organised. One-on-one with team members as and when required to ensure emotional wellness.

HR Strategy and Enablement

• Provide strategic direction to HR functions by fully integrating all aspects of HR management including: HR Strategy, Organisation Strategy and Design, HR transformation: Journey and Change Strategy, Change Management, Employee Communications, Governance: Metrics and Analytics, Project Management, Knowledge Repository, Financial Management and HR Vendor Management.
• Ensure that strategic HR Plans and Projects are implemented accordingly and allocate HR resources to HR projects.

Performance Achievement/Management

• Build a workplace system for real Team Member development; improve the way people work and live, bringing out the best of who TM are, create engagement with TM, providing feedback, take actions to help people grow.
• Ensure that the performance appraisal process is conducted timeously in line with business practices. Partner with business to ensure performance improvement plans are implemented and followed through.

Talent Architecture and Planning

• Work across the regional offices and international HR teams to develop and deploy an integrated Talent Management Strategy for all talent segments to align HR focus to support the objectives of the business and human capital strategies.
• Create competency model which defines the competencies needed to support BET Software business as well as defining and maintaining a competency library which included competency and company values critical skills, knowledge and behaviours, descriptions and proficiency expectations of employees and job design.
• Identify key talent needs of the business while working with leads and managers to better understand the business development plan.
• Design a framework to identify high performers and appropriately counsel lower performers, ensuring TM career goals are set and reviewed and align expectations between the TM and their line manager.

Career Management

• Enable TM to reflect on their experiences, interests, values and skills to set career goals; understand the career opportunities that exist at BET to achieve these goals, develop a plan to navigate their path forward and receive coaching and guidance from mentors and coaches throughout the process.
• Career conversations to ensure retention and growth for team members within the business
• Identify key positions in the organisation and develop succession plans to ensure continuity and readiness for future leadership roles.
• Work with senior leadership to assess talent gaps and develop strategies for internal talent mobility and career progression

Employee Rewards

• Planning, management and implementation of the BET Rewards program (program strategy, design, planning, market intelligence, budgeting and forecasting, cost analysis and vendor management services for compensation).

Employee Relations

• Offer HR support for Labour Relations Management; Policies and Procedures Management, Discipline and Complaints; Leave Management, Absenteeism Management, Transitions, Exit Management and Managed Departures.
• Provide guidance and advice on good practice while understanding business requirements.
• Support, develop and coach managers in relation to IR policies and procedures. Communicate all policies and legal updates to management.

Reports and Personnel Data

• Ensure all employee personal data is managed in a professional manner.
• Responsible for successful implementation and day-to-day management and maintenance of the HRIS to ensure accurate recording and reporting from the HRIS.
• Value add reports identifying trends and initiatives.
• Adhoc reporting as required.