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Job Purpose
You will be responsible for creating talent interventions to support a performance-based culture by driving enhanced employee engagement, competency development and successful end-to-end Talent Management strategies. You will be responsible for customising, delivering and continuously improving OD, recruitment, and performance solutions. A key focus for this role is the design and development of digitised training and development materials that help drive individual and business performance for our client companies.
Education and Qualification Requirements
Minimum education (essential)
- Relevant degree (Human Resources or Industrial Psychology)
- Honours or Masters degree in Human Resources or Industrial Psychology
Minimum education (beneficial)
- Registered Industrial Psychologist or Psychometrist.
Minimum applicable experience (years)
- 4-7 years of relevant experience
Required nature of experience
- Design, development and implementation of training and development programmes.
- HR consulting i.e., recruitment, performance development and management and labour relations.
- Demonstrated experience in partnering with clients on solving business/operational issues through the application of progressive people system practices.
- Experience working in a small to medium organisation/consulting experience.
Skills and Knowledge (essential)
- HR and IOP Consulting
- Psychometric assessments
- Assessment centres
- Onboarding
- Performance management
- Talent management
- Training and Development
- Industrial Relations
- HR Administration
- Payroll administration
Other
- Valid driver’s license and roadworthy vehicle.
Key Performance Areas
Industrial Psychology and Organizational Development
- Development of interesting and challenging assessment centres.
- Welcoming new employees and onboarding them in a manner which drives rapid integration into the client’s business, ensuring that they are productive as soon as possible.
- Bringing your creativity and sense of fun by helping plan employee social and team-building events as well as monthly learning and development opportunities.
- Looking after your talent by creating retention strategies as well as employee development paths.
- Working closely with the client’s management team to train employees and establish ways to increase employee engagement.
- Creating a learning culture and continuous digitised training and development interventions.
- Assisting with the development and deployment of an outcome-focused, sustainable training and development strategy and then implementing that strategy through professional administration, design, development, and delivery to ensure effective talent development on all levels.
- Full curriculum development including course outlines, exercises, role-plays, case studies and comprehensive training modules to educate, enhance performance and recognise talent which is then also integrated into annual employee training and development plans.
- Driving and facilitating performance management.
- Driving and facilitating a high-performance and continuous improvement culture and implementing an accelerated talent development programme.
- Conducting psychometric assessments and assessment centres as part of recruitment, development, and team dynamic interventions.
- Employee engagement measurement and action planning.
HR Administration and Labour Relations
- Acting as an advisor on the full spectrum of HR for the client.
- Applying your love for systems and detail to the monthly HR administration and talent management system.
- Administering monthly payroll for the client.
- Annual EE and SETA reporting and submissions.
- Performing HR admin tasks including preparing employment documentation.
- Industrial relations management.
Talent Management
- Conducting talent planning and mapping with the client’s management team.
- Finding talented new employees with creative job posts, skilled interviews
- Continuously ensuring a talent pipeline is in place.