TALENT & OD MANAGER - Tych Business Solutions - Durban

Job ID: 86715 Date Posted: Posted 7 hours ago Location: Durban Job Title: TALENT & OD MANAGER – DURBAN – KWAZULU NATAL Main Responsibilities (summarize in short sentences the key responsibilities and tasks that require 5% or more of the time of the incumbent) This role works collaboratively with the organization (site/functional) leadership team and HR team to develop a healthy leadership pipeline for the organization (site or function). Leads the implementation of all talent, leadership and team planning processes, policies and procedures at the site or within the function which includes but is not limited to: succession planning, leadership selection and assessment, leadership development planning and the site’s annual organizational development readiness plan. Actively engages, coaches and educates leaders and HR partners in the team effectiveness process including assessments, design and developing leadership off-sites, team make-up and observations/feedback on team effectiveness competencies. Builds, coaches and facilitates effective teams through the effective use of tools, team building activities, development activities and supporting the leaders in creating an engaged environment. Acts as the organization’s (site/functional) learning organization conscience by advocating practices that improve team effectiveness, systems thinking, personal mastery, employee engagement and continuous improvement. is responsible for developing and implementing strategies and initiatives that support the growth and development of our people. This includes designing and delivering training and development programs, attracting and retaining top talent, managing performance, leading change, and developing leadership capabilities. This role will drive the development and implementation of a comprehensive DEIB strategy by defining targets, developing a work plan, and crafting DEIB related organizational communication. Gains insights to enhance leadership and organization culture, support in the identification of bottlenecks and propose development through analysis, feedback and recommendations for action. Together with the HR Director and CEO will supervise employee culture and leadership iniatives. Additionally, this role oversees the achievement of BBBEE and Employment Equity goals, ensuring compliance with relevant regulations and best practices. The ideal candidate will have a strong background in HR, organisational development, and talent management, with excellent communication, leadership, and analytical skills. Education and Qualification (What is the minimum qualification or education that would be required for this role) Bachelor’s degree in Human Resources, Organisational Development, Business Administration, or a related field. Knowledge and Skill Communication: The ability to effectively convey information, ideas, and instructions to individuals and groups, both verbally and in writing. (what kind of knowledge and skill is required in this role – basic skills, technical skills, specialized, analytical) Interpersonal Skills: The ability to build and maintain positive relationships with colleagues, clients, and stakeholders. Leadership: The ability to inspire and motivate others to achieve common goals and objectives. Problem-Solving: The ability to identify and solve problems in a timely and effective manner. Time Management: The ability to manage one’s time effectively and prioritize tasks to meet deadlines. Technical Skills: HRIS and LMS Systems: Proficiency in using Human Resource Information Systems (HRIS) and Learning Management Systems (LMS) – Cornerstone experience will be advantageous. Ability to manage employee data, training, and development. Microsoft Office Suite: Proficiency in using Microsoft Word, Excel, PowerPoint, and Outlook for creating documents, spreadsheets, presentations, and managing emails. Project Management: The ability to plan, execute, and monitor projects to achieve specific goals and objectives. Data Analysis: The ability to collect, analyze, and interpret data to make informed decisions and recommendations. Specialized Skills: Organizational Development: The ability to develop and implement strategies and initiatives that support the growth and development of employees and the organization as a whole. Talent Attraction and Retention: The ability to attract and retain top talent by developing and implementing effective recruitment, onboarding, and retention strategies. Performance Management: The ability to manage employee performance by setting clear expectations, providing feedback, and evaluating performance. Change Management: The ability to manage change by identifying potential risks and challenges, communicating effectively, and supporting employees through the change process. Analytical Skills: Critical Thinking: The ability to analyze information, identify patterns, and make logical decisions. Problem-Solving: The ability to identify problems, evaluate potential solutions, and implement effective solutions. Data Analysis: The ability to collect, analyze, and interpret data to make informed decisions and recommendations. Decision-Making: The ability to make decisions based on available information, considering potential risks and benefits. Strategic Thinking: The ability to think strategically and develop long-term plans and goals for the organization. Additional Skills: Adaptability: The ability to adapt to changing circumstances and environments. Teamwork: The ability to work effectively as part of a team, collaborating with others to achieve common goals and objectives. Creativity: The ability to think creatively and develop innovative solutions to problems. Emotional Intelligence: The ability to understand and manage one’s own emotions and the emotions of others. Ethical Conduct: The ability to act with integrity and adhere to ethical standards and principles. Cultural Competence: The ability to work effectively with individuals from diverse cultural backgrounds. Conflict Resolution: The ability to resolve conflicts and disagreements in a constructive and respectful manner. Presentation Skills: The ability to deliver clear and engaging presentations to individuals and groups. Negotiation Skills: The ability to negotiate effectively to achieve mutually beneficial outcomes. Networking Skills: The ability to build and maintain professional relationships with colleagues, clients, and stakeholders. Experience and Training (What kind and how many years of experience must the incumbent have had in order to be proficient in the role) • 7 years of experience in organisational development, talent attraction, talent management, talent retention, performance management, change management, leadership development, BBBEE, and Employment Equity. Strong understanding of best practices in organisational development, talent attraction, talent management, talent retention, performance management, change management, leadership development, BBBEE, and Employment Equity. Problem Solving (What kind of problems is the incumbent likely to need to solve?) Technical or analytical Own area or across divisions The incumbent will need to influence across the entire business in order to structurally and tactically improve service, and minimise costs associated with service. Initial problems that will require solution will be associated with the setup of the new organisation (scoping, alignment, design) and will then progress to optimisation of the result (both in the incumbent’s area of responsibility and out of it). A significant amount of time and energy will need to be focused on the drive for continual improvement in the System’s piece; ie how does each department remove the need for manual, heavy lifting and drive automation and exception based processes where possible? It is also thought that this person will be instrumental in redefining the processes that reside between respective sub-functions, with the intent of removing silos and making the interfaces more efficient. This person will be actively involved in solving for the immediate customer service result as well as for providing strategic direction for this organisation; thus, a healthy balance between short term and longer-term focus. Additionally this incumbent will solve for the following: Talent Shortages: The manager may need to address talent shortages by developing strategies to attract and retain top talent, such as implementing employee referral programs, improving the employer brand, and offering competitive compensation and benefits packages. Performance Issues: The manager may need to address performance issues by identifying the root causes of poor performance, providing coaching and feedback to employees, and implementing performance improvement plans. Change Management: The manager may need to manage change by identifying potential risks and challenges, communicating effectively with employees, and supporting them through the change process. Diversity and Inclusion: The manager may need to address diversity and inclusion issues by promoting a culture of diversity and inclusion, implementing diversity and inclusion training programs, and addressing any instances of discrimination or bias. Compliance: The manager may need to ensure compliance with relevant regulations and best practices, such as BBBEE and Employment Equity requirements, by developing and implementing policies and procedures that promote compliance. Employee Engagement: The manager may need to address low employee engagement by identifying the root causes of low engagement, implementing initiatives to improve engagement, and measuring the effectiveness of these initiatives. Conflict Resolution: The manager may need to resolve conflicts and disagreements between employees or teams by facilitating open communication, mediating discussions, and finding mutually acceptable solutions. Training and Development: The manager may need to address training and development needs by identifying skills gaps, developing training programs, and measuring the effectiveness of these programs. Succession Planning: The manager may need to address succession planning by identifying potential successors for key roles, developing their skills and capabilities, and ensuring a smooth transition when key employees leave the organization. Employee Well-being: The manager may need to address employee well-being by identifying potential sources of stress or burnout, implementing initiatives to promote work- life balance, and providing support to employees who are struggling. Customer Relationships (To what degree is the role holder interacting with internal and external people. Explain the nature of their interaction with internal and external people) Internal Interactions: Senior Management: The role holder interacts with senior management to understand the strategic goals and objectives of the organization and to align talent management and development strategies with these goals. HR Team: The role holder collaborates with the HR team to develop and implement talent management and development programs, ensure compliance with HR policies and procedures, and address any HR-related issues. Department Heads and Managers: The role holder works closely with department heads and managers to identify talent management and development needs, provide support and guidance on performance management, and address any issues related to talent retention and development. Employees: The role holder interacts with employees to understand their training and development needs, provide coaching and feedback, and support their career development. Employee Representatives: The role holder may interact with employee representatives, such as employee councils or unions, to address any concerns related to talent management and development. External Interactions: Recruitment Agencies: The role holder may interact with recruitment agencies to attract top talent, identify potential candidates for key positions, and negotiate terms of engagement. Training Providers: The role holder may interact with training providers to develop and deliver training programs that meet the organization’s needs and objectives. Consultants: The role holder may interact with consultants to provide expertise and guidance on talent management and development strategies, change management, and other related areas. Industry Associations: The role holder may interact with industry associations to stay updated on best practices, trends, and developments in talent management and development. Regulatory Bodies: The role holder may interact with regulatory bodies, such as the Department of Labour or the Commission for Employment Equity, to ensure compliance with relevant regulations and requirements. Decision Making (Describe the type of decisions the job holder would make, what level of discretion do they need to apply?) Time frame of his decision impact This role is responsible for making a wide range of decisions that impact the organization’s talent management and development strategies. These decisions require a high level of discretion and judgment, as they can have a significant impact on the organization’s ability to attract, retain, and develop top talent. Here are some examples of the types of decisions the job holder would make: Talent Attraction and Recruitment: The job holder would make decisions about the recruitment and selection of top talent, including determining the most effective recruitment channels, developing job descriptions, screening candidates, and making hiring decisions. Talent Management and Development: The job holder would make decisions about the development and implementation of talent management and development programs, including identifying training and development needs, designing and delivering training programs, and evaluating the effectiveness of these programs. Performance Management: The job holder would make decisions about the management of employee performance, including setting performance goals, providing feedback and coaching, and addressing performance issues. Change Management: The job holder would make decisions about the management of change, including identifying potential risks and challenges, communicating effectively with employees, and supporting them through the change process. Leadership Development: The job holder would make decisions about the development of leadership capabilities, including identifying potential leaders, providing leadership development opportunities, and evaluating the effectiveness of these programs. BBBEE and Employment Equity: The job holder would make decisions about the achievement of BBBEE and Employment Equity goals, including developing and implementing strategies and initiatives that promote diversity and inclusion. Leadership / Supervision How many Subordinates does the incumbent have? (Does the incumbent have subordinates? Is the incumbent responsible for coordinating and / or allocation of work and /or supervision and or direct management the work activities of subordinates?) • 2 direct reports (CU’s) 1 CL 2 BL Incumbent is responsible for providing leadership, direction and feedback to the 3 direct reports, who are, in turn, responsible for managing their respective portfolios. Competencies (What competencies or leadership standards does the incumbent require in order to perform role? Strong customer service ethos High analytical ability Proven ability to influence across a peer set High levels of self-drive Detail orientation Communication What communication, verbal and or written does the incumbent need to carry out in order to perform the job. Strong written communication – correspondence with all stakeholders both internal and external. Confidence to speak comfortably with across the various layers of the organisation. Ability to articulate clearly strategic direction internally. Comfort in handling performance management verbally and in writing. Apply Now

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TALENT & OD MANAGER - Durban

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