HR Manager Talent & Organization Effectiveness/IR Manage- (Ref: 409) at Global Profilers

Responsibilities: 

Job Purpose  

The individual will drive and manage the group’s talent strategies by developing the internal talent pools and identifying and building the external talent pools.  To implement and manage the best in class sourcing practices across all businesses and manage the sourcing of candidates for all key and critical roles 

Responsibilities by Function 

Talent Management Framework

• Talent Management framework is developed, managed and communicated
• Talent Management work plans and calendars are developed, implemented and managed
• Talent Management Framework is articulated, developed and communicated with detailed work plans

Talent Planning and Forecasting

• Workforce plans are developed to satisfy the organisation’s strategic talent requirements
• Internal talent pools are profiled, assessed and validated
• External talent pools are researched, developed, and mapped
• Role profiles are developed and graded for all identified roles. Role profile database is managed
• Workforce plans are facilitated for each function and key/critical role in accordance with the group’s strategic intentions
• Annual internal talent audit processes are facilitated and managed
• Networks with external talent is established and actively managed
• Role profile database is maintained and available 

Talent Attraction

• Talent networks are identified and developed to identify high caliber passive candidates
• Employer brand is managed and promoted through all candidate contact
• Recruitment portals and social media platforms are developed and managed to attract best in class candidates
• Organization’s EVP is developed and managed and is communicated at relevant opportunities
• Organization is active on Facebook, Twitter, LinkedIn and other relevant social media platforms
• External recruitment portals are linked to the TB Career Portal and the responses managed

Talent Sourcing

• Talent sourcing strategy and associated processes are developed and implemented
• Recruitment methodologies are developed and implemented to attract highest quality candidates
• Recruitment providers are identified according to their area of specialization and managed
• Standardized interview guides are developed for each identified role and implemented across the group
• Recruitment skills programmes are available for line managers
• Strategic recruitment programmes for pipeline development are executed
• Includes Executive Search
• Sourcing strategy (which methods and providers for which positions, functions etc) and recruitment process handbook is developed and in use across all businesses
• Approved recruitment vendors are appointed and in use across the businesses
• Compendium of standardised interview guides in place for all key/critical roles
• Recruitment programmes (eg. graduates) are developed, approved and implemented 

Talent Deployment

• Assessments are conducted on prospective candidate and results interpreted in respect of the identified role
• Reference checks are conducted and the results interpreted in respect of the identified role
• Talent mobility/rotation programmes are developed and implemented
• Approved assessment batteries are in use and results managed
• References are checked in accordance with group risk requirements
• Job rotation/swop programmes are developed, implemented and managed 

Talent Integration

• Onboarding and induction processes are developed and implemented
• Career pathing and career management processes are developed and implemented
• Career enhancing assignments are identified and facilitated for key individuals
• Group induction processes are in place and specific induction programmes facilitated where necessary
• Onboarding support is managed for all key/critical roles
• Career discussions are facilitated; career plans developed and managed 

Industrial Relations Management

• Manage all relationships with Union Both in –house and national unions
• Negotiate all in-house agreements
• Attend/ represent the organization at all meetings /forum on Industrial Relations eg AFBTE NECA
• Ensuring industrial harmony within the business to enable for business activities to go on without disruptions from union / Union activities
• Industrial peace zero sum strike
• Effective networking to enhance good relationship/influences for the business 

Qualification and Experience:

• Minimum of a B.sc in the social sciences, an M.BA Will an added advantage.
• Minimum of 10 years’ experience in human resources or recruitment
• Proven results as a recruitment/talent acquisition leader with a demonstrated knowledge of recruitment selection techniques and behavioural interviewing methods
• Demonstrated success in implementing innovative methods to attract and source passive candidates

 Key Skills/ Competencies

•  Excellent interpersonal skills with proven experience in building relationships at all levels of the business, including the ability to handle confidential & sensitive issues with diplomacy
• Demonstrated ability to speak and write clearly and persuasively
• Ability to manage multiple priorities across reporting lines
• Strong working knowledge of web search engines and tools
• Business acumen - good understanding of business processes
• Seasoned team player
• Ability to work under pressure and meet deadline
• High level of professionalism and self confidence