Senior Specialist: Talent Management - Menlyn
PURPOSE STATEMENT Manage effective implementation of the Human Resources Strategy, Policies and Procedures. 1. Manage the recruitment and selection process • Provide input into design/ development of talent sourcing strategies • Attract/ source suitably qualified talent ensuring EE stats/ requirements are met • Guide line managers on talent sourcing and acquisition tools • Manage internal talent sourcing process • Use appropriate external sourcing channels (eg. Recruitment agencies; social media; newspapers; psychometric assessments) • Appoint a preferred list of agencies according to area of specialty • Monitor service level of agencies • Draw up selection profile and conduct competency based interviews to ensure candidate fit • Conduct reference checks of employee prior to appointment • Manage end to end recruitment process for all roles • Manage the offer negotiation process • Co-ordinate on-boarding process (on-boarding documents and liaise with stakeholders) • Co-ordinate internship program 2. Manage and coordinate the Performance Management process • Provide input into the design and development of policies and procedures to enhance Performance Management Process • Provide training to managers and employees 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 • Annually assess the performance management programme and provide analyses and recommend changes for HR Director approval • Stay abreast of changing strategies, conduct research and make recommendations on new designs, systems, approaches and applications in the area of Performance Management. 3. Job Analysis and Design • Assist line managers in creating job profiles that fits in the organization and contributes to the vision and strategy of the organization • Update and maintain job profiles • Co-ordinate process of grading and benchmarking positions 4. Manage Employee Relations • Advise and guide line managers on Employee Relation matters i.e. disciplinary and counselling • Co-ordinate disciplinary hearings • Represent the company at CCMA • Inform HR Director on Employee Relations issues 5. Employee Wellness • Manage and co-ordinate Employee Assistance Programme • Advise line managers on the process to refer employees to the EAP • Provide information to employees on Employee Wellness and services • Plan and co-ordinate Employee Wellness initiatives eg. Wellness Days; Stress Workshop etc. 6. Employment Equity • Provide input into the design and development of policies and procedures to enhance Employment Equity within the company • Manage, drive and implement Employment Equity plan and strategy (EE committees; Submission of EE report to DOL) 7. Succession planning • Orientation Managers on Succession Planning policies and processes in coordination with Training & Career Development Department. • Identifying potential key roles / jobs to determine need of successors, and identify current incumbents in key positions. • Identify high potential candidates for the succession planning program, based on experience and competencies. • Assess skills and experiences required for unmatched critical positions, and report output to line managers. • Reports to line mangers the risk areas, where no match exists between potential succession candidates and required skills and experience. • Reviews and monitor periodically the progress of company-wide succession planning program, and highlights program adjustment, where and when needed • Identifies and proposes criteria for identifying candidates as long term and short-term replacements. 8. General • Manage the process of promotions; transfers and resignations • Support and advise line management and staff with regards to policies and procedure. • Provide information on employee benefits (GLI, Pension, Medical Aid, Funeral, Disability) Requirements FORMAL EDUCATION • Human Resources Degree TECHNICAL/LEGAL CERTIFICATION • SABPP registered (Advantage) EXPERIENCE • Minimum of 7 - 10 years in a HR Management generalist environment is essential • Experience in Financial Services Environment (Advantage) KNOWLEDGE Insurance Industry: FAIS, FICA SA Legislation: BCEA, LRA, EEA, SDL Policies and Procedures: Strong knowledge and ability to put HR policies and procedures in place and ensure the adherence to them. SKILLS MS Office: Excel, Word, PowerPoint Excellent Communication: Verbal and Written Interpersonal Skills Decision Making Skills Confidence and Assertiveness: Be assertive, and lead meetings on HR matters. Leadership Skills
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