Senior Manager: Talent Manager

SUMMARY:
Our client - a leading Global manufacturing brand in their category, are looking for a Senior Manager: Talent Manager to join their team.

POSITION INFO:

SENIOR MANAGER: TALENT MANAGEMENT | DURBAN

SALARY: MARKET RELATED

Our client - a leading Global manufacturing brand in their category, are looking for a Senior Manager: Talent Manager to join their team.

PURPOSE OF ROLE:

The client’s Senior Manager: Talent Manager will be responsible for the strategies and activities designed to attract and retain talent, develop the requisite frameworks for the development of knowledge, behavior and skills required to meet the business requirements. These are to include attraction and retention, competency assessment and policies that promote career growth and development, nurturing and cultivating sensitivity and working with diverse cultures at a local and global level. Culminating in alignment of strategy, people, rewards metrics, and management procedures to improve organizational capabilities.

MINIMUM REQUIREMENTS:

• NQF 6 – old NQF framework (360 credits minimum)
• 5-7 years of OD or Talent Management.
• 5 years at Managerial or Specialist level.
• Budget Management
• Strong computer skills, with proficient knowledge of MS Office, and the ability to learn and utilise company personnel systems Management & Leadership Skills
• Strong analytical and reporting skills
• Strong communication skills
• Organisational skills and ability to prioritize
• B-BBEE Legislative knowledge
• Culture sensitivity working with diverse cultures at a global level

KEY PERFORMANCE AREAS:

Talent Acquisition (40%)

• Develop and maintain recruitment strategy and system to ensure the best fit is identified for the role, adaptive recruitment strategy to suit changing conditions.
• Develop, design, and oversee talent pipeline programmes for future roles.
• Manage the talent sourcing across the company.

~ Review and align Internal and External talent sourcing processes across the company and use HR information System to develop Tools to improve talent sourcing turnaround time.

~ Develop and implement an internal and external potential talent pipeline bank via HR Information system.

• Ensure compliance to SA employment legislation (including EE Act) and company policy.
• Promote hiring that is diverse, equitable, and inclusive.
• Maintain SLAs with key stakeholders (e.g. sourcing agencies) and monitor performance.
• Direct and manage projects as required to support company sourcing needs and related Talent management initiatives.
• Cross-functional collaboration with other Talent Management functions (HR) to improve Retention strategy for company specific critical and scarce skills.
• Ensure adherence/compliance to relevant legislation, SOX and ISO related governance/principles and internal controls.
• Manage induction and onboarding in line with Employee value proposition (EVP).
• Developing and expanding platforms for sourcing of Talent.

Performance management (30%)

• Performance Management Programme Management (Goals, performance, and constant review).
• Provide support to Line Management to promote constructive PM conversations.
• Track overall company progress during PM cycle.

Organisational Development (30%)

• Serve as a strategic partner in driving organization change management and business optimization projects.
• Analyze and evaluate business structures to propose wholesome solutions to cater to business needs across the Group.
• Develop and maintain organisational design principles in the company.
• Talent engagement and development:

~ Succession planning model management and implementation.

~ Advise on appropriate individual development plans.

~ Advise on external service providers.

• Agree assessment methods to identify talent at various phases of their development.

COMPETENCIES:

• Accurate information gathering and analysis
• Awareness and commitment to our mission
• Awareness of situations and decisiveness
• Communication and sharing of mid to long term plans
• Create an innovative vision
• Establishing framework and systems for organisational learning
• Feedback of evaluation results
• Perseverance
• Strategic reallocation of resources and review of work methods
• Suitable assignment and objective performance review