Talent and Performance Practitioner Gauteng

BRIEF DESCRIPTION:-

The Talent and Performance Practitioner will oversee performance management, talent management, and succession planning initiatives, enhancing organisational capabilities and supporting employee development programs. Key responsibilities include managing performance cycles, facilitating talent reviews, and supporting organisational development projects. The role requires at least five years of relevant HR experience, a tertiary qualification in a related field, and strong analytical and facilitation skills.

Position Overview

An opening exists for a Talent and Performance Practitioner to oversee and facilitate performance management, talent management, and succession planning initiatives. The successful candidate will enhance organisational capabilities, cultivate sustainable talent pools, and bolster employee development programs. Additionally, this role involves supporting leadership development, coaching, mentoring, organisational development, culture, and employee engagement efforts, along with assigned Human Resources projects.

Key Responsibilities

Performance Management

• Oversee and manage the annual performance management cycle, adhering to established processes and timelines. - Advise managers and employees on performance planning, ongoing discussions, and formal reviews. - Conduct performance management training and informational sessions. - Provide assistance with the performance management system, addressing or escalating system-related issues. - Analyse performance data, uncover trends, and propose improvements, then compile detailed reports. - Aid in the ongoing enhancement of performance management systems, tools, guidelines, and documentation.

Talent Management and Succession Planning

• Manage talent management and succession planning processes. - Establish and maintain annual schedules for talent reviews and succession planning activities. - Facilitate discussions on talent reviews and succession planning. - Consolidate talent review information and keep precise records of talent classifications, decisions, and developmental actions. - Develop and maintain succession plans, including successor details, readiness classifications, and related development plans. - Assist managers in identifying suitable development opportunities and monitor progress against agreed actions. - Prepare talent and succession reports for management and relevant stakeholders.

Employee Development

• Support coaching, mentoring, and career development programs. - Help managers and employees identify development actions in line with career and succession plans. - Identify and source appropriate, cost-effective development solutions, both internally and externally. - Participate in Human Resources and organisational development projects.

Organisational Development and Culture

• Support initiatives in organisational development that align with business objectives. - Participate in culture, employee engagement, diversity, inclusion, and change initiatives. - Facilitate relevant organisational development and employee engagement sessions. - Collect and analyse feedback on culture and organisational development initiatives. - Identify barriers to implementation and escalate issues appropriately. - Address interventions arising from employee surveys, feedback, and business needs.

Facilitation and Project Management

• Facilitate induction, performance management, talent management, succession planning, and employee development activities as required. - Develop and maintain facilitation materials, guides, presentations, and supporting content. - Participate in Human Resources and organisational development projects. - Create project plans, timelines, milestones, and deliverables for assigned projects. - Monitor project progress, follow up on outstanding actions, and ensure delivery within agreed scope, timelines, and resource requirements. - Maintain accurate records of project decisions, responsibilities, actions, and outcomes.

Administration and Reporting

• Prepare accurate reports and analyse information to highlight trends, gaps, risks, and outstanding actions. - Maintain updated records related to performance management, talent management, succession planning, and assigned projects. - Maintain relevant policies, procedures, forms, templates, guidelines, and supporting documentation. - Administer 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 profiles and support job profile reviews and updates when required.

Minimum Requirements

Qualifications

• Grade 12. - Relevant tertiary qualification in Human Resources, Industrial Psychology, Organisational Development, or a related field.

Experience

• At least five years’ relevant experience in Human Resources, Organisational Development, or a related field. - Practical experience coordinating and implementing performance management and talent management processes. - Experience supporting or facilitating talent reviews, talent assessments, or succession planning. - Experience analysing and reporting on performance and talent information.

Advantageous Requirements

• Additional qualification or certification in talent management, performance management, coaching, or facilitation. - Experience in facilitation, training delivery, and project coordination. - Exposure to organisational culture, employee engagement, and change initiatives.

Ideal Candidate

The ideal candidate will be an organised and analytical HR professional with practical experience in performance and talent management. They should be adept at coordinating talent reviews, managing succession plans, analysing employee information, and supporting managers with development initiatives. Strong facilitation, communication, stakeholder engagement, and project coordination skills are essential.