Permanent - Talent and Performance Practitioner - Ekurhuleni (East Rand) - South Africa

Job Purpose:

To coordinate and support the implementation of the organisation’s performance management, talent management and succession planning processes to strengthen organisational capability and build sustainable talent pipelines.

The role also coordinates selected employee development initiatives, including leadership development, coaching and mentoring, and supports organisational development, culture and employee engagement projects as required

Key Results Area:

Performance Management:

• Coordinate and monitor the annual performance management cycle in accordance with approved processes and timelines.
• Provide guidance and support to managers and employees on performance planning, ongoing performance discussions and formal performance reviews.
• Facilitate performance management training,  and information sessions as required.
• Provide guidance on the use of the performance management system and resolve or escalate system-related queries.
• Analyse performance management information to identify trends, concerns and opportunities for improvement.
• Prepare and distribute accurate performance management reports in accordance with agreed review timelines.
• Contribute to the review and continuous improvement of performance management processes, tools, guidelines and supporting documentation

Talent Management and Succession Planning:

• Coordinate the implementation of the organisation’s talent management and succession planning processes.
• Develop and maintain an annual schedule for talent reviews, succession planning activities and related follow-up actions.
• Coordinate and facilitate talent review and succession discussions.
• Consolidate talent review information and ensure that agreed talent classifications, development actions and decisions are accurately recorded.
• Maintain succession plans, successor information, readiness classifications and related development actions.
• Support managers in identifying appropriate development opportunities and track development plans arising from talent reviews and succession planning discussions.
• Prepare talent and succession reports and provide relevant information to management and other stakeholders

Employee Development:

• Support the implementation of coaching, mentoring, and career development initiatives.
• Assist managers and employees in identifying development actions aligned with career development and succession plans.
• Identify appropriate and cost-effective development solutions for agreed talent and performance needs
• Source and coordinate suitable internal or external service providers where required

Organisational Development and Culture:

• Support the implementation of organisational development initiatives aligned with organisational priorities.
• Participate in organisational culture, employee engagement, diversity and inclusion, change and related employee initiatives as required.
• Facilitate culture, employee engagement and organisational development sessions as required.
• Gather and analyse feedback relating to organisational development and culture initiatives.
• Identify concerns or barriers affecting the implementation of organisational development initiatives and escalate these appropriately.
• Support the implementation of interventions arising from employee feedback, surveys or identified business requirements

Facilitation and Project Management:

• Facilitate induction, performance management, talent management, succession planning, organisational development and employee development interventions as required.
• Develop, adapt and maintain facilitation material, guides, presentations and supporting content.
• Participate in Human Resources and organisational development projects allocated by the Manager.
• Develop clear project plans, timelines, milestones and deliverables for assigned projects.
• Monitor progress against project timelines and follow up on outstanding activities.
• Ensure that assigned projects and interventions are delivered within the agreed scope, timelines and resource requirements.
• Maintain accurate records of project decisions, actions, responsibilities and outcomes

Administration:

• Prepare and submit accurate reports within agreed timelines.
• Analyse available information and highlight significant trends, gaps, risks and outstanding actions.
• Maintain accurate and up-to-date records relating to performance management, talent management, succession planning and assigned projects.
• Maintain policies, procedures, forms, templates, guidelines and other supporting documentation relevant to the role.
• Administer relevant internal systems, including SharePoint, OnBase and other approved digital platforms
• Protect confidential employee and organisational information in accordance with company requirements.
• Draft and maintain job profilesand support job profile updates and reviews as requested

Minimum Qualification:

Grade 12

Relevant tertiary qualification in Human Resources, Industrial Psychology, Organisational Development or a related field.

A qualification or certification in talent management, performance management, coaching, facilitation or a related area would be advantageous

Minimum Experience:

At least 5 years’ relevant experience in Human Resources, Organisational Development or a related field.

Practical experience in the implementation and coordination of performance management and talent management processes.

Experience supporting or facilitating talent reviews, talent assessment or succession planning processes.

Experience analysing and reporting on performance and talent information.

Facilitation and project coordination experience would be advantageous

Technical/Professional Knowledge and Skills:

• Displays an understanding of adult learning and organisational development principles
• Demonstrates an understanding of succession planning, successor identification and readiness assessment.
• Understands the relationship between performance, potential, development and succession planning.
• Demonstrates an understanding of employee development, coaching, mentoring and career development principles.
• Understands organisational development, organisational culture and employee engagement principles.
• Keeps professional knowledge current and applies relevant good practices appropriately

Competencies:

Analytical Thinking:

• Identifies relevant information: Gathers appropriate information from systems, reports and stakeholders before reaching conclusions.
• Analyses information: Examines performance, talent and succession information to identify trends, gaps, risks and inconsistencies.
• Draws sound conclusions: Uses available evidence to develop practical observations and recommendations.
• Connects information: Recognises the relationship between performance outcomes, employee potential, development requirements and succession needs

Attention to Detail:

Accomplishes tasks: Checks to see that all steps in a process or procedure have been completed; checks work for errors or omissions before submission

Collaboration:

Establishes good interpersonal relationships: In words and actions, makes people feel valued, appreciated, and included

Volunteers assistance: Offers to help others to achieve goals

Communication:

• Ensures understanding: Seeks input from audience; checks understanding; presents message in different ways to ensure understanding
• Comprehends communication from others: Attends to messages from others; correctly interprets messages and responds appropriately
• Organises the communication: Clarifies purpose and importance; stresses major points; follows a logical sequence

Customer Focus:

• Seeks to understand customers: Seeks information to understand customers’ circumstances, problems, expectations and needs
• Builds collaborative relationships: Builds rapport and cooperative relationships with customers
• Takes actions to meet customer needs and concerns: Considers how actions or plans will affect customers; responds quickly to meet customer needs and resolve problems; avoids over commitments

Follow Up:

• Communicates time frames: Builds due dates into assignments and task delegations; effectively communicates milestones and expected results
• Gathers appropriate information: Asks questions to obtain relevant information; gets feedback form those directly involved

Formal Presentation:

• Uses learning aids: uses audio and visual aids to enhance the audience’s understanding of content
• Follows a logical sequence: Presents man ideas that support the presentations’ objective; presents facts, evidence and details the support the main ideas; delivers information logically to aid understanding
• Uses nonverbal communication: Uses body language that is consistent with presentation and that aids understanding

Planning and Organising:

• Prioritizes: Identifies more critical and less critical activities and assignments; adjusts priorities when appropriate
• Determines tasks and resources: Determines assignment requirements by breaking them down into tasks and identifying types of equipment, materials and people needed
• Schedules: Allocates appropriate amounts of time for completing own and others’ work; avoids scheduling conflicts; develops timelines and milestones