17 Talent Management jobs in South Africa

Financial Intelligence Centre -> Corporate Services -> Human Resources

Job Type

Permanent

Education

Bachelors Degree or equivalent

skilled and academically qualified

Location

Travel

No Travel Required

Desired Race

Not Applicable

Desired Gender

Male

Closing Date

22/7/2025

Job Description

JOB PURPOSE:

Responsible for execution and support of the development, promotion, implementation and monitoring of talent management solutions in line with the talent management strategy and framework.

KEY PERFORMANCE AREAS:

• Talent management (TM) operations
• In cooperation with the TM Manager and Specialist, contributes to the development and implementation of various TM initiatives
• Provide operational and standard technical support to the talent management function in line with the talent management framework.
• Plan, organize and facilitate various talent management activities such as onboarding sessions for new employees, corporate learning and training sessions, learning forums etc.
• Coordinate and execute the end-to-end implementation of the FIC onboarding program
• Organize and support learning needs analysis exercises by administering surveys, organizing focus groups, or brainstorming sessions.
• Provide advice and support to employees and relevant stakeholders with regards to learning and TM interventions in compliance with TM strategy, framework and relevant policies and procedures.
• Provide guidance and support to employees and management on the use and completion of talent management tools e.g. personal development plans etc.
• Provide support to talent projects as assigned e.g. schedule engagements, prepare technical documents etc in alignment to all FIC frameworks.
Research, Analytics , Reporting and Monitoring
• Research, analyse, and present data to support the development of strategies and initiatives such as workforce planning, talent acquisition, onboarding, learning and development, performance management, and succession planning.
• Prepare various presentations, handouts, working tools or other materials related to Talent Management as required.
• Consistently looks for ways to improve, simplify and bring creative solutions to TM issues within the team and to the benefit of the organisation.
• Compile statutory reports required by applicable SETA for submission.
• Contribute to the development of TM framework, policies, processes and tools .
• Compile and analyse quantitative and qualitative data produce relevant learning and development and talent management reports as required and assigned .
• Consolidate and report on personal development plans and or talent information as directed.
• Follow-up on progress and attendance of all learning and development activities, report on progress and identify issues or risks and recommend solutions or mitigations to internal stakeholders
• Use approved tools to assess and measure the return on investment/effectiveness of learning and development and talent related solutions.

System Administration and Information Management
• Develop and maintain talent databases.
• Maintain the integrity of the data by controlling, verifying, and analysing data and information, ensuring accurate information, records, and reports in cooperation with HR operations and management.
• As the administrator of TM system, ensure access, reports and functionalities are configurated to meet the needs of FIC.
• Develop content and ensure the TM information on intranet web pages are current and contributes to the content and updates of the external career portal webpages.
• Create custom reports and queries as required and analyse the information to provide information to talent management function and management.

General
• Building and maintaining relationships and effective communication with relevant stakeholders on TM interventions.
• Perform any other duties as required

EDUCATION, SKILLS AND EXPERIENCE:

• Human Resources Degree (NQF level 7 or above)
• Postgraduate qualification (NQF level 8 or above) will be advantageous
• Certifications such as the Talent Management Practitioner (TMP) by Talent Management Institute & Associate Professional in Talent Development (APTD) will be advantageous

Skills and Knowledge

• Knowledge of skills development legislations and regulations
• Computer proficiency – MS Word, MS PowerPoint and Excel (intermediate)
• Human Information System (HRIS) proficiency
• Verbal and written communication
• Collaboration and teamwork

Experience

• 3 years’ experience in Talent Management
• 3 years’ experience in Talent Development
• 3 years’ experience in people data analytics and reporting
• 3 years’ experience in developing TM tools

Job Purpose

The Talent Management Business Partner will operate as a trusted advisor and strategic partner to senior leadership, focusing on a broad-based and transformational talent agenda designed to find, grow, and retain top talent within the business. The individual will be a key member of the agency leadership team, collaborating closely with internal counterparts across the Ogilvy Group to ensure successful planning and delivery of talent management programs and services.

The role involves working closely with Executive Leaders to ensure managers are accountable for team performance and that talent development is prioritized for business success.

The successful candidate will be adept at handling both strategic and operational people and organizational challenges with professionalism, confidence, calmness, and candor. Comfort navigating a matrix structure and managing multiple stakeholders is essential.

Key Responsibilities & Accountabilities

Business Partnering

• Serve as a strategic partner to senior leadership, focusing on a broad and transformational talent agenda to attract, develop, and retain innovative talent.
• Support the development and execution of an Employee Value Proposition that reflects the company culture and enhances our competitiveness in recruitment.
• Ensure high-quality onboarding processes for new hires.
• Provide counsel on employee relations issues and organizational development initiatives.
• Collaborate with the executive team to develop relevant retention strategies.
• Foster a culture of honest, open, and regular feedback at all levels, including designing talent audits and succession plans.
• Manage change effectively within the organization.
• Utilize tools and data to identify business trends and implement appropriate solutions.
• Introduce flexible working strategies to attract and retain key talent.
• Promote talent rotation and progression across clients and departments, encouraging collaboration among stakeholders.
• Partner with the Head of L&D to deliver top-tier development programs aligned with business needs.
• Provide coaching to managers to enhance their people management skills.

Talent Acquisition

• Manage the full-cycle talent acquisition process for roles across various departments, from entry-level to senior management.
• Provide insights into industry talent trends.
• Work proactively to source future talent needs and build strong recruitment pipelines.
• Develop sourcing strategies utilizing multiple channels like online job boards, social media, and industry events.
• Maintain relationships with hiring managers and keep them updated on recruitment progress.
• Keep accurate recruitment records and stay informed about industry best practices.

Professional and Technical Skills & Experience

• 7+ years of HR Generalist or HR Business Partner experience.
• A postgraduate degree is advantageous.
• Strong understanding of business and commercial principles.
• Proven ability to navigate complex matrix organizations and manage relationships with senior stakeholders.
• Experience with HR systems and a passion for innovative HR solutions.
• Track record of implementing talent strategies aligned with business goals.
• Ability to work independently and collaboratively.
• Consultative approach to HR partnership, providing insights and solutions.
• Excellent communication skills—written, verbal, and interpersonal.
• Strong client and customer service orientation, adaptable to shifting priorities.
• Willingness to be hands-on and demonstrate humility and teamwork in a dynamic environment.

Our client is one of South Africa’s leading financial service providers in short-term insurers, a long-term insurer, health insurance as well as an insurance and personal finance comparison platform is now looking for an exceptional individual for the role of Head of Talent Management.

Responsibilities:

1. Functional Strategy Formation – Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy.
2. Internal Client Relationship Management – Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.
3. Organizational Design – Provide specialist leadership within a multidisciplinary team to evaluate the current state organization, to develop and assess future state organizational design propositions, and to clarify the costs and business benefits of change.
4. Organization Structure – Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organization, to enable the achievement of the organization’s mission and business objectives.
5. Transformational Change Management – Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organization.
6. Information and Business Advice – Lead the Learning, Engagement, Succession and Performance organization to develop and execute talent offerings to build leadership, management, game-making expertise and overall organization capability.
7. Compensation and Benefits Program Design – Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.
8. Learning and Development Program Design – Drive end to end learning frameworks across levels within the organization. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.
9. Talent Development – Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
10. Policy Development & Implementation – Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation.
11. Stakeholder Engagement – Establish deep, trustful and influential relationships with senior leaders and C-suite leaders to help drive the transformation of the business and the HR function.
12. Budgeting – Take overall responsibility for setting and approving budgets that achieve organizational strategy.
13. HR Data Analytics and Insights – Leverage people analytics and insights to diagnose organizational opportunities, evaluate program effectiveness, talent and organization capability gaps to design and implement solutions.
14. Leadership and Direction – Communicate the talent development and L&D strategy and its relationship to the organization’s mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organization’s business goals.
15. Organizational Capability Building – Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal methods.
16. Performance Management – Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.
17. HR Frameworks and Tools – Lead the development of HR frameworks and tools within an important area of responsibility to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader People policy framework.
18. HR Data Management and Performance Improvement – Specify and lead the implementation of data requirements for the HR function to meet the organisation’s management information needs and to support key processes and procedures, ensuring integration with broader corporate management information systems. Automation of processes to ensure data accuracy, process optimisation to simplify stakeholder experience, leveraging on existing and new technologies or tools. Build and embed a service delivery solutions and excellence model for the organisation to meet business objectives. Consult and educate stakeholders on methods for streamlining and standardising data recording to ensure quality and accuracy of People master data. Define the road map for machine learning implementation, leading the model development life cycle, including data preparation, ingestion and integration, feature engineering, model engineering, and model evaluation.
19. Change Management – Play an active role in building a change ready organisation culture. In partnership with People enablement and HRBPs, evaluate and modify processes and practices to align to best practice of a changing workforce.

Behavioral Competencies:

1. Manages Complexity – Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Ensures the organization has reliable ways to gather needed information.
2. Business Insight – Applies knowledge of business and the marketplace to advance the organization’s goals.
3. Strategic Mindset – Sees ahead to future possibilities and translates them into breakthrough strategies.
4. Plans and Aligns – Plans and prioritizes work to meet commitments aligned with organizational goals.
5. Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders.
6. Collaborates – Builds partnerships and works collaboratively with others to meet shared objectives.
7. Drives Vision and Purpose – Paints a compelling picture of the vision and strategy that motivates others to action.
8. Ensures Accountability – Holds self and others accountable to meet commitments.
9. Instills Trust – Gains the confidence and trust of others through honesty, integrity, and authenticity.
10. Manages Ambiguity – Operates effectively, even when things are not certain or the way forward is not clear.
11. Develops Talent – Develops people to meet both their career goals and the organization’s goals.
12. Action Oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
13. Builds Effective Teams – Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
14. Directs Work – Provides direction, delegating, and removing obstacles to get work done.
15. Being Resilient – Rebounds from setbacks and adversity when facing difficult situations.
16. Resourcefulness – Secures and deploys resources effectively and efficiently.

Skills:

1. Planning and Organizing – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
2. Action Planning – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on developing appropriate plans or performing necessary actions based on recommendations and requirements.
3. Data Collection and Analysis – Works independently and provides guidance and training to others on analyzing data trends for use in reports to help guide decision making.
4. Organization Design and Development – Applies expertise to act as the organizational authority on making sure the organization develops and maintains the culture, values and design it needs to reach its objectives while managing structural change.
5. Policy and procedures – Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
6. Verbal Communication – Acts with expertise as the organization’s authority on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
7. Assessment – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
8. Learning and Talent Development – Applies expertise to act as the organizational authority on motivating all employees to learn, grow and develop so that they can obtain the knowledge and experience they need to help the organization reach its goals.
9. Managing Change – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on maintaining high performance while applying a change mindset to the planning, execution and monitoring of business activities during times of change.
10. Policy and Regulation – Works independently and provides guidance and training to others while interpreting and applying comprehensive knowledge of laws, regulations and policies in area of expertise.
11. Policy Development and Implementation – Uses expertise to act as organizational authority on developing and implementing policies.
12. Presentation skills – Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner.
13. Project Change Management – Uses comprehensive knowledge and/or skills to act independently while providing guidance and training to others on identifying, managing and controlling project-related changes.
14. Review and Reporting – Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports.

Education:

1. MA (Industrial Psychologist) or Bachelor’s degree in a related field;
2. Post graduate degree in organizational psychology, organization behavior, or organization development (Essential)

Experience:

1. Minimum 10 years diverse, well-rounded experience across the talent management function spanning leadership effectiveness, people development, performance management, organizational effectiveness, employee experience, learning and development, culture and engagement.
2. Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.

Our client is one of South Africa’s leading financial service providers in short-term insurers, a long-term insurer, health insurance as well as an insurance and personal finance comparison platform is now looking for an exceptional individual for the role of Head of Talent Management.

Responsibilities:

1. Functional Strategy Formation – Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy.
2. Internal Client Relationship Management – Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.
3. Organizational Design – Provide specialist leadership within a multidisciplinary team to evaluate the current state organization, to develop and assess future state organizational design propositions, and to clarify the costs and business benefits of change.
4. Organization Structure – Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organization, to enable the achievement of the organization’s mission and business objectives.
5. Transformational Change Management – Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organization.
6. Information and Business Advice – Lead the Learning, Engagement, Succession and Performance organization to develop and execute talent offerings to build leadership, management, game-making expertise and overall organization capability.
7. Compensation and Benefits Program Design – Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.
8. Learning and Development Program Design – Drive end to end learning frameworks across levels within the organization. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.
9. Talent Development – Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
10. Policy Development & Implementation – Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation.
11. Stakeholder Engagement – Establish deep, trustful and influential relationships with senior leaders and C-suite leaders to help drive the transformation of the business and the HR function.
12. Budgeting – Take overall responsibility for setting and approving budgets that achieve organizational strategy.
13. HR Data Analytics and Insights – Leverage people analytics and insights to diagnose organizational opportunities, evaluate program effectiveness, talent and organization capability gaps to design and implement solutions.
14. Leadership and Direction – Communicate the talent development and L&D strategy and its relationship to the organization’s mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organization’s business goals.
15. Organizational Capability Building – Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal methods.
16. Performance Management – Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.
17. HR Frameworks and Tools – Lead the development of HR frameworks and tools within an important area of responsibility to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader People policy framework.
18. HR Data Management and Performance Improvement – Specify and lead the implementation of data requirements for the HR function to meet the organisation’s management information needs and to support key processes and procedures, ensuring integration with broader corporate management information systems. Automation of processes to ensure data accuracy, process optimisation to simplify stakeholder experience, leveraging on existing and new technologies or tools. Build and embed a service delivery solutions and excellence model for the organisation to meet business objectives. Consult and educate stakeholders on methods for streamlining and standardising data recording to ensure quality and accuracy of People master data. Define the road map for machine learning implementation, leading the model development life cycle, including data preparation, ingestion and integration, feature engineering, model engineering, and model evaluation.
19. Change Management – Play an active role in building a change ready organisation culture. In partnership with People enablement and HRBPs, evaluate and modify processes and practices to align to best practice of a changing workforce.

Behavioral Competencies:

1. Manages Complexity – Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Ensures the organization has reliable ways to gather needed information.
2. Business Insight – Applies knowledge of business and the marketplace to advance the organization’s goals.
3. Strategic Mindset – Sees ahead to future possibilities and translates them into breakthrough strategies.
4. Plans and Aligns – Plans and prioritizes work to meet commitments aligned with organizational goals.
5. Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders.
6. Collaborates – Builds partnerships and works collaboratively with others to meet shared objectives.
7. Drives Vision and Purpose – Paints a compelling picture of the vision and strategy that motivates others to action.
8. Ensures Accountability – Holds self and others accountable to meet commitments.
9. Instills Trust – Gains the confidence and trust of others through honesty, integrity, and authenticity.
10. Manages Ambiguity – Operates effectively, even when things are not certain or the way forward is not clear.
11. Develops Talent – Develops people to meet both their career goals and the organization’s goals.
12. Action Oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
13. Builds Effective Teams – Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
14. Directs Work – Provides direction, delegating, and removing obstacles to get work done.
15. Being Resilient – Rebounds from setbacks and adversity when facing difficult situations.
16. Resourcefulness – Secures and deploys resources effectively and efficiently.

Skills:

1. Planning and Organizing – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
2. Action Planning – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on developing appropriate plans or performing necessary actions based on recommendations and requirements.
3. Data Collection and Analysis – Works independently and provides guidance and training to others on analyzing data trends for use in reports to help guide decision making.
4. Organization Design and Development – Applies expertise to act as the organizational authority on making sure the organization develops and maintains the culture, values and design it needs to reach its objectives while managing structural change.
5. Policy and procedures – Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
6. Verbal Communication – Acts with expertise as the organization’s authority on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
7. Assessment – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
8. Learning and Talent Development – Applies expertise to act as the organizational authority on motivating all employees to learn, grow and develop so that they can obtain the knowledge and experience they need to help the organization reach its goals.
9. Managing Change – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on maintaining high performance while applying a change mindset to the planning, execution and monitoring of business activities during times of change.
10. Policy and Regulation – Works independently and provides guidance and training to others while interpreting and applying comprehensive knowledge of laws, regulations and policies in area of expertise.
11. Policy Development and Implementation – Uses expertise to act as organizational authority on developing and implementing policies.
12. Presentation skills – Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner.
13. Project Change Management – Uses comprehensive knowledge and/or skills to act independently while providing guidance and training to others on identifying, managing and controlling project-related changes.
14. Review and Reporting – Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports.

Education:

1. MA (Industrial Psychologist) or Bachelor’s degree in a related field;
2. Post graduate degree in organizational psychology, organization behavior, or organization development (Essential)

Experience:

1. Minimum 10 years diverse, well-rounded experience across the talent management function spanning leadership effectiveness, people development, performance management, organizational effectiveness, employee experience, learning and development, culture and engagement.
2. Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.

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Job Purpose

Responsible for execution and support of the development, promotion, implementation and monitoring of talent management solutions in line with the talent management strategy and framework.

Job Purpose

Responsible for execution and support of the development, promotion, implementation and monitoring of talent management solutions in line with the talent management strategy and framework.

Key Performance Areas

• Talent management (TM) operations
• In cooperation with the TM Manager and Specialist, contributes to the development and implementation of various TM initiatives
• Provide operational and standard technical support to the talent management function in line with the talent management framework.
• Plan, organize and facilitate various talent management activities such as onboarding sessions for new employees, corporate learning and training sessions, learning forums etc.
• Coordinate and execute the end-to-end implementation of the FIC onboarding program
• Organize and support learning needs analysis exercises by administering surveys, organizing focus groups, or brainstorming sessions.
• Provide advice and support to employees and relevant stakeholders with regards to learning and TM interventions in compliance with TM strategy, framework and relevant policies and procedures.
• Provide guidance and support to employees and management on the use and completion of talent management tools e.g. personal development plans etc.
• Provide support to talent projects as assigned e.g. schedule engagements, prepare technical documents etc in alignment to all FIC frameworks.
  
  

• Research, analyse, and present data to support the development of strategies and initiatives such as workforce planning, talent acquisition, onboarding, learning and development, performance management, and succession planning.
• Prepare various presentations, handouts, working tools or other materials related to Talent Management as required.
• Consistently looks for ways to improve, simplify and bring creative solutions to TM issues within the team and to the benefit of the organisation.
• Compile statutory reports required by applicable SETA for submission.
• Contribute to the development of TM framework, policies, processes and tools .
• Compile and analyse quantitative and qualitative data produce relevant learning and development and talent management reports as required and assigned .
• Consolidate and report on personal development plans and or talent information as directed.
• Follow-up on progress and attendance of all learning and development activities, report on progress and identify issues or risks and recommend solutions or mitigations to internal stakeholders
• Use approved tools to assess and measure the return on investment/effectiveness of learning and development and talent related solutions.
  
  

• Develop and maintain talent databases.
• Maintain the integrity of the data by controlling, verifying, and analysing data and information, ensuring accurate information, records, and reports in cooperation with HR operations and management.
• As the administrator of TM system, ensure access, reports and functionalities are configurated to meet the needs of FIC.
• Develop content and ensure the TM information on intranet web pages are current and contributes to the content and updates of the external career portal webpages.
• Create custom reports and queries as required and analyse the information to provide information to talent management function and management.
  
  

• Building and maintaining relationships and effective communication with relevant stakeholders on TM interventions.
• Perform any other duties as required
  
  

• Human Resources Degree (NQF level 7 or above)
• Postgraduate qualification (NQF level 8 or above) will be advantageous
• Certifications such as the Talent Management Practitioner (TMP) by Talent Management Institute & Associate Professional in Talent Development (APTD) will be advantageous
  
  

• Knowledge of skills development legislations and regulations
• Computer proficiency - MS Word, MS PowerPoint and Excel (intermediate)
• Human Information System (HRIS) proficiency
• Verbal and written communication
• Collaboration and teamwork
  
  

• 3 years' experience in Talent Management
• 3 years' experience in Talent Development
• 3 years' experience in people data analytics and reporting
• 3 years' experience in developing TM tools

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Finance and Sales
• Industries Legislative Offices

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JOB PURPOSE

Develop and execute talent management strategies and programs to ensure optimal organizational performance and sustainability in line with FIC strategic objectives.

KEY PERFORMANCE AREAS

Talent Acquisition
Develop and maintain talent acquisition strategies and support the execution to improve recruitment and business performance.
Collaborate with recruitment teams to understand staffing needs and create job descriptions/profiles.
Lead the implementation and maintenance of the FIC's Employee Value Proposition
Develop and maintain onboarding program and oversee the execution to ensure integration of new employees.

Employee Development
Develop and deliver learning and development programs, competency models, career paths and talent assessments to enhance the skills and capabilities of the workforce as well as supporting a culture of growth and continuous learning.
Facilitate leadership development initiatives to ensure organizational readiness for future leadership roles.

Employee Performance
Oversee the performance appraisal process and improvement plans, ensuring it aligns with organizational goals.
Provide guidance to managers on performance management best practices and employee feedback.

Succession Planning
Develop and maintain succession plans to ensure continuity in leadership and critical roles.
Monitor and evaluate the effectiveness of succession planning efforts.

Employee Engagement
Develop strategies to foster and maintain a positive work environment that enhances employee engagement and retention.
Conduct employee surveys and analyse feedback to inform talent management initiatives.
Foster a positive organisational culture that promotes collaboration and inclusivity.

Stakeholder Collaboration
Partner with HR, divisions, and senior leadership to align talent initiatives.

Data and Analytics
Utilise HR metrics and analytics to assess the effectiveness of talent management programs and identify opportunities for improvement.
Prepare reports and presentations for management on talent management initiatives and outcomes.

Best Practice - Stay current with industry best practices and emerging trends in talent management, including digitisation and readiness for the fourth industrial revolution.

MANAGEMENT COMPETENCIES

People management
• Manages workflows and plans and ensures clarity around accountabilities in order to meet objectives and deliver agreed results
• Encourages and enables teamwork
• Coaches and performance manage the team
• Manages the development of the team

Planning and organising
• Directly plans and reports on units' outputs and workplans and implement alternative plans
• Develops and plans functional units quarterly plan in line with the area's annual plan

Resources management
• Manage allocated resources to ensure effective and efficient delivery
• Makes recommendation on resources and budgetary requirements for annual planning purposes
• Controls costs through effective management of principle business or operating process variables

Governance, Risk and Compliance
• Develop and maintain talent management practices, policies, procedures and systems.
• Manage the provision and maintenance talent management relevant reporting and data management
• Ensure compliance with code of conduct, policies. procedures and legislative requirements
• Contribute to the development and maintenance of divisional and organizational policies

EDUCATION, SKILLS AND EXPERIENCE

• EDUCATION
• Bachelor's degree in human resources or related (NQF7)
• Post graduate degree or certifications in talent management or organizational development will be preferable.

SKILLS AND KNOWELDGE
• Legislative Framework (SAQA requirements, Skills development statutory requirements) knowledge
• Change management skills
• Good verbal, written, interpersonal and leadership skills
• Ability to collaborate with cross functional teams, influence stakeholders and gain commitment with senior stakeholders including driving change
• Ability to analyse data and make strategic decisions
• Ability to analyse and interpret data and measure effectiveness of talent initiatives
• Ability to manage multiple projects simultaneously
• Self-driven, creative and strong ability to prioritise

EXPERIENCE
• 8 years' experience in talent management
• Minimum 5 years' experience managing a talent management function
• Proficiency in HR software and data analysis tools and learning solutions
• 5 years' experience in successfully implemented learning interventions through close partnership with key stakeholders from learning needs analysis to learning design and delivery

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Let's Write Africa's Story Together!

Old Mutual is a firm believer in the African opportunity and our diverse talent reflects this.

Let's Write Africa's Story Together!

Old Mutual is a firm believer in the African opportunity and our diverse talent reflects this.

Job Description

The Performance Management Consultant contributes to the designing, and implementation, of the performance management framework, processes, and tools that drive individual and organizational effectiveness. This role partners closely with HR, business partners, and employees to ensure performance management practices are aligned with strategic goals and foster a culture of continuous feedback, accountability, and development.

Key Result Areas

Performance Framework Design:

• Provide input into performance management frameworks, processes, and KPIs that align with organizational strategy and support a high-performance culture.
  
  

• Assist with leading the end-to-end implementation of performance management cycles (goal setting, mid-year and year-end reviews, calibration sessions, etc.).
• Test for consistent application of performance standards and processes across all organizational levels and departments
  
  

• Analyze performance data to identify trends, gaps, and enhancement opportunities. Support on delivering analytical reports that enable leadership to make informed decisions and drive continuous improvement efforts.
  
  

• Contribute to the design and delivery of training sessions and supporting resources on performance management best practices. Support clear and consistent communication of related processes and timelines.
• Provide group guidance and coaching to managers and employees on setting objectives, delivering feedback, managing underperformance, and conducting reviews.
• Support change management efforts to embed a performance-oriented mindset across the organization
• Build effective working relationships within the internal client organization, delivering high-quality professional services with guidance from senior colleagues
  
  

• Collaborate with HRIS or IT teams to optimize digital performance management tools and platforms, ensuring usability and data integrity.
  
  

• Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or a related field.
• 5+ years of experience in HR or consulting roles with a strong focus on performance management.
• Experience in contributing to the design and implementation of performance frameworks in complex, matrixed organizations.
• Strong knowledge of performance management methodologies (e.g., OKRs, SMART goals, 9-box, balanced scorecard).
• Data analysis experience would be advantageous
• Excellent facilitation, coaching, and interpersonal skills.
• Proficient in HRIS and performance management tools (Workday).
• Strong analytical and problem-solving skills.
  
  

• Analytical Capability
• Stakeholder Management
• Communication & Facilitation
• Adaptability
• Integrity and Confidentiality
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Consulting, Information Technology, and Sales

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Job Title

SAP HCM Performance Management Consultant

Department

Human Resources / IT Systems Integration

Location

Pretoria, South Africa

️ Employment Type

6-month extended Contract

Role Overview

As a SAP HCM Performance Management Consultant, you will play a pivotal role in transforming performance and talent processes through SAP HCM. You’ll lead the configuration, deployment, and optimization of SAP Performance Management modules to enhance employee development, align organizational goals, and drive measurable business outcomes.

️ Key Responsibilities

• Collaborate with HR and business leaders to define and align performance management strategies within SAP HCM.
• Configure and customize SAP HCM Performance Management modules to meet organizational needs.
• Lead workshops to gather business requirements and translate them into system functionality.
• Develop system documentation, training materials, and user guides to support successful adoption.
• Ensure data integrity and compliance through testing, validation, and audit support.
• Partner with change management teams to promote user engagement and process sustainability.
• Provide post-implementation support, performance analytics, and continuous improvement recommendations.

Required Skills & Qualifications

• Strong functional knowledge of SAP HCM, especially the Performance Management module.
• 5+ years of experience in SAP HCM consulting or HRIS implementation projects.
• Familiarity with the SAP ECC6 environment
• Proven track record in HR process optimization and stakeholder collaboration.
• Analytical mindset and proficiency in building performance metrics and feedback loops.
• Excellent communication and documentation skills, including presenting to executive audiences.
• Bachelor’s degree in HR, Information Systems, or related field. Advanced degrees preferred.

Preferred Attributes

• Strategic thinker with a people-first approach.
• Experience in organizational change management and digital transformation.
• Ability to navigate complex environments with empathy and clarity.
• Certification in SAP HCM is compulsory.