Talent Development Specialist (Ref: CFTDS)
Remuneration: RCTC: R888 466

Position in the Human Resources and Recruitment sector in Illovo, JHB - Gauteng
Posted On Friday 10 June 2022
Job Description:

Our client, a provider in Special Risk Solutions in looking for a facilitate ongoing review of organisation capability requirements, develop a progressive skills development function and lead implementation of talent management strategies and processes, providing operational support by fostering a high-performance culture within the company and ensuring that all employees embrace the principles of learning and talent management.

Main job function

 1.     Skills and Learning Development

·        Conduct organisation capability assessment to determine performance and competency gaps.

·        Implements mechanisms to measure the effectiveness of learning and talent activities, with a specific focus on the effectiveness of the organization.

·        Develop and implement graduate programs and learnerships as required by the business and for transformation purposes.

·        Monitor and review the progress of trainees through assessments, questionnaires, and discussions with managers.

·        Act as the SDF and manage relationships with external stakeholders including service providers, Inseta and industry bodies.

·        Regularly review the L&D landscape and ensure training material, policies and procedures remains relevant and meets key business needs.


2.     Talent, Career and Succession planning

·        Collaborates with the Human Capital Business Partners to formulate a workforce plan that reflects the capability requirements of the organisation for the strategy term.

·        Coordinates and facilitates talent annual talent review and succession planning process to determine talent risks and opportunities.

·        Facilitates the implementation of successor and talent development plans to fast track candidate readiness, including coordinating assessments, coaching, and advising on relevant learning interventions.

·        Engages with staff and management on measures to enable effective career planning and management.

·        Facilitates the implementation of the retention strategy for critical talent segments.

·        Formulate talent development plans and Succession candidates and oversee the progressive implementation of the development plans.

·        Provide specialist guidance and facilitation of group sessions to stakeholders across all the of learning and talent value chain, including:

- Performance management - Talent reviews - Succession planning and retention - development approaches - Organizational and personal development planning - Career development and planning

·        Oversee the design and effectiveness of the new employee onboarding program to meet the needs of the new, hybrid mode of working.


3.     Organisational Diagnostics

·        Make use of data and stakeholder feedback to locate the root cause of organizational talent related problems and inform appropriate solutions and interventions.

·        Uses data analytics to offer focused insights from across the talent effectiveness value chain.

·        Make use of organisational design to identify trends /patterns pertaining to customer requests and needs to continually improve all aspects of service delivery.

·        Proactively seek feedback from stakeholder and conduct trend analysis to identify talent issues before they adversely impact climate and performance.


4.     Policies and Procedures

·        Contribute to identifying process improvement in policies and/or procedures for identified areas e.g., Performance Management, EVP etc.

·        Research latest development in management, leadership and organization development areas and keep abreast to serve as a subject matter expert and consult to organization regarding critical people issues.


5.     Reporting and Alignment

·        Report on talent and succession profile and flag potential risks as applicable.

·        Compile climate/ engagement survey report with recommendations of areas for improvement.



·        Minimum of a bachelor’s degree (Industrial Psychology, Business Management or similar)

·        Preferred Post graduate qualification


·        5 years’ experience in talent development / learning and development role

·        3 years of relevant experience in an SDF/ facilitation role

·        5 years in human resources/ people management environment

·        Knowledge of the skills development act and other related legislation

·        Knowledge of short term insurance sector

·        Systems thinking

·        National Treasury reporting requirements for Schedule 3A entities

·        Organisational effectiveness analysis techniques

·        Strategic sighted

·        Communication

·        Report Writing skills

·        Data and trend analysis

·        Facilitation skills

·        Negotiation skills

·        Research and benchmarking

·        Strategic planning

·        Ability to work under pressure

·        Assertiveness

·        Business acumen

·        Flexibility

·        Effective communicator

·        Results driven

·        Stress tolerance

·        Persuasivenes


A Consultant will be in touch if you are shortlisted for the position. Please consider your application unsuccessful should you not have been contacted within 2 weeks. We will keep your CV on our database and contact you should you match the criteria of any other vacancies.

Please contact Catherine Fforde