What will you do?

• To support the development, implementation and evaluation of Talent Management strategies, frameworks and programs that facilitates the identification, development and retention of a skilled, motivated and diverse workforce that drives the achievement of AfroCentric’s current and future business objectives. To participate in the development of Talent Management policies and the related processes, procedures and guidelines. To lead the implementation of Talent Management projects, initiatives and programs, while staying updated on industry trends and applying best-in-class workable solutions.

Qualification and Experience

• Bachelor’s Degree in Human Resources or Industrial/Organisational Psychology. Post-Graduate Degree would be an advantage
• 3 – 5 years of experience in Human Resources, Talent Management and Succession Planning. Experience in dealing with highly confidential and sensitive information.

Professional Membership:

• Registration as a Psychometrist with the Health Professions Council of South Africa (HPCSA) would be an advantage.
• Registration with the South African Board of Personnel Practice (SABPP) would be an advantage.
• Accountabilities:
• Continuous Improvement
• Implement practical solutions that use the specialist and departmental systems and processes. 
• Provide specialist input and recommendations to improve the efficiency, compliance and quality objectives related to the area of specialization. 
• Identify problems and develop and propose solutions to present to appropriate leader or stakeholders. 
• Ensure day-to-day operational support required from area of specialisation is provided to enhance performance.
• Cost Containment
• Support the identification, development and implementation of cost-effective processes to increase efficiency and reduce cost drivers related to area of specialization. 
• Continuously review cost / benefit and Return on Investment within area of specialization.
• Drive Customer-Centricity
• Maintain a high level of impact on other departments to support improved delivery. 
• Continually increase understanding of client and stakeholder needs, satisfaction and service delivery.
• Knowledge Management
• Ensure that adequate knowledge regarding specialisation is shared as required and maintained within the research library. 
• Provide advice and / or training as required. 
• Maintain, develop and implement specialist knowledge within the day to day operations of the organisation.
• Maintain Expertise Level
• Be a member of related professional bodies. 
• Ensure Continual Professional Development (CPD) or similar accreditation requirements are met annually to ensure maintained specialist accreditation.
• Network Key Relationships
• Engage with and provide support to the established network of internal and external expert resources and partners.
• Operating Model
• Ensure the HC Business Partners and Line Managers comply with the Talent Management policy and the related processes. 
• Provide accurate Talent Management reports and trend analysis.
• Specialist Support to Projects
• Provide Specialist expertise and ensure best practice related to specialisation is implemented in projects, when required. 
• Conform to project management disciplines when participating in projects. 
• Represent department or project on appropriate committees related to area of specialization.

Position Specific Outputs  

• Talent Management and Succession Planning:
• Support the development, execution and evaluation of Talent Management strategies, policies, frameworks and programs aligned to business strategic imperatives ensuring superior customer experience, effectiveness and efficiency.
• Drive the implementation of Talent Management initiatives and programs through partnering with Human Capital Business Partners (HCBP’s) and other relevant business stakeholders.
• Plan, manage and ensure effective implementation of Business Unit Talent Reviews aligned to the Sanlam Group Talent Management Cycle ensuring that AfroCentric has a robust pipeline of capable employees ready to assume critical and scarce roles, fostering business continuity and minimizing disruption during transitions.
• Drive post-talent reviews initiatives and engagements for transparency and business continuity. 
• Put measures in place to track the execution of key actions derived from Business Units Talent Reviews and report accordingly.
• Work closely with the Talent Acquisition Specialists to develop external talent pools for critical and scarce roles to address succession risks and strengthen the bench-strength.
• Talent Assessments and Development:
• Facilitate psychometric assessments to identify and evaluate potential successors for critical and scarce roles.
• Use insights from assessments to assist line managers to develop targeted Personal Development Plans to improve performance.
• Partner with Learning and Development to source development programs tailored to succession candidates.
• Stakeholder Collaboration:
• Work closely with HCBP’s and business leaders to integrate succession planning into broader Talent Management practices.
• Conduct training sessions to upskill HCBP’s and business leaders on the execution of Talent Management processes and systems to achieve respective departmental objectives.
• Enable HCBP’s and business leaders to utilize AfroCentric Talent Mobility and Deployment Framework to develop and retain talent, as well as optimizing the workforce to meet challenging business needs.
• Ensure diversity, equity and inclusion are central to all Talent Management and Succession Planning efforts.
• Build strong partnerships with business by attending relevant meetings, forums, and committees.
• Data Management and Reporting:
• Maintain accurate and confidential records of Business Units succession plans. 
• Provide regular reports to business leaders on succession readiness and gaps, enabling them to make better talent decisions.
• Use analytics to measure the effectiveness of succession planning initiatives and recommend improvements.
• Identity talent related risks, develop controls and mitigate the risks by conducting regular audits.
• Ensure compliance to Talent Management policies and processes.
• Exit Management:
• Ensure strict adherence to the Exit Management Policy and the related off-boarding processes.
• Analyse trends from exit interviews to identify areas for improvement within the organisation. 
• Prepare quarterly reports on attrition rates and key themes identified during exit interviews for leadership review. Propose retention strategies.
• Overseer AfroCentric Alumni Network Program aligned with Sanlam Group.

 Attribute:

• Entrepreneurship: Take chances to continuously improve our Customer’s experiences – Driving operational efficiencies.
• Credibility: Lead with integrity and trust others as you would like to be trusted – Living the values and being transparent. 
• Ownership: Make critical decisions based on what’s right for AfroCentric and Customers – Owning operational decisions and knowing oneself. 
• Collaboration: Build work-related network and share knowledge with colleagues – Building networks.
• Influence: Engage with Customers and colleagues to advance the organisation’s welfare -Making work happen. 

Knowledge

• Expertise in Talent Management, Succession Planning and Exit Management. 
• Broad understanding of Human Resources policies, processes, and practices. 
• Knowledge of legal and compliance considerations in Talent Management.
• Knowledge of the industry and market.
• Proficiency in HR systems and analytics tool, e.g., Microsoft Suite (Word, Excel PowerPoint), Oracle.

Skill

• Relationship building and networking skills. 
• Problem-solving and decision-making skills. 
• Analytical thinking.
• Data gathering and analysis.
• Attention to accuracy and detail
• Quality driven. 
• Ability to negotiate and influence. 
• Business acumen. 
• Report writing and presentation skills. 
• Communication skills. 
• Customer focus.
• Social media savvy.
• Facilitation and coordination skills.
• Time management skills.