Workday Talent And Learning Consultant

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Talent Management Specialist

Roodepoort, Gauteng R - R Y AfroCentric Group

Posted today

Job Description

Position Purpose

To support the development, implementation and evaluation of AfroCentric's Talent Management strategies, frameworks, policies and initiatives that enable the identification, development and retention of a strategically aligned, diverse and future-ready workforce. This role plays a pivotal part in driving succession planning activities, maintaining internal mobility processes and supporting the development of career pathways that contribute to business continuity and transformation. It also leads the execution of strategic exit management practices, ensuring the generation of actionable insights that strengthen talent retention and enhance organisational resilience in a dynamic healthcare environment.

Experience :

3 – 5 years of experience in Human Resources, Talent Management, Succession Management, Career Management and Talent Mobility. Proven experience in handling highly confidential and sensitive information.

Qualifications

Bachelor's Degree in Human Resources or Industrial / Organisational Psychology. Post-Graduate Degree would be an advantage.

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.

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.

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.

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 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.

Stakeholder Management

Build and maintain strong working relationships with key stakeholders across the business to support the execution of Talent Management initiatives.

Support stakeholder engagement activities by coordinating meetings, sharing relevant updates, and ensuring alignment on talent management priorities.

Position Specific Outputs

Talent Management and Succession Planning

• Support the development, execution and evaluation of Talent Management strategies, policies, frameworks and initiatives aligned to business strategic imperatives, ensuring superior customer experience, effectiveness and efficiency.
• Drive the implementation of Talent Management initiatives and programs in partnering with Human Capital Business Partners (HCBP's) and other relevant stakeholders.
• Plan, manage and ensure effective implementation of Business Unit Talent Reviews aligned to the Sanlam Group Talent Reviews Cycle, ensuring a robust pipeline of capable employees for critical and scarce roles to foster business continuity and minimize disruption during transitions.
• Drive post-talent reviews activities to promote transparency and support business continuity.
• Track and report on the execution of key actions derived from Business Units Talent Reviews.
• Analyse succession data and provide insights to inform talent decisions.
• Maintain and enhance succession planning tools and documentation.
• Facilitate psychometric assessments to support the identification and evaluation of potential successors for critical and scarce roles.
• Collaborate with the Talent Acquisition team to support the development of external talent pools for critical and scarce roles, mitigating succession risks and strengthening bench-strength.
• Partner with Learning and Development to source development programs tailored to succession candidates.
• Ensure diversity, equity and inclusion are embedded across all Talent Management, Succession Planning, Career Management and Talent Mobility efforts.
• Use analytics to measure the effectiveness of Talent Management initiatives and recommend improvements.
• Support the implementation of AfroCentric's Career Management Framework to enable talent growth, internal mobility and long-term organisational capability.
• Support stakeholder engagement activities to promote awareness and adoption of career management practices.
• Coordinate the rollout of structured career and growth pathways aligned with future-fit capability needs.
• Embed career conversations into talent practices to align employee career aspirations, motivations, strengths and development areas with organisational opportunities.

Talent Mobility and Deployment

• Support the implementation of AfroCentric's Talent Mobility and Deployment Framework to promote accelerated talent development, optimal utilisation of internal capabilities, and reduced reliance on external recruitment.
• Coordinate activities that support internal talent movement across business units, aligned with strategic workforce planning and succession needs.
• Support initiatives that promote internal career growth and strengthen succession pipelines.
• Maintain accurate records and dashboards related to talent mobility and deployment.
• Collaborate with HCBPs to identify and track talent movement opportunities aligned to business needs.

Exit Management (Offboarding)

• Support the implementation of AfroCentric's Exit Management Framework and related off-boarding processes to enable talent retention and engagement.
• Manage the exit interview process, ensuring timely scheduling, data collection, analysis, and reporting.
• Prepare reports on attrition rates and key themes identified during exit interviews and propose retention strategies when required.
• Collaborate with HCBPs to address retention risks and improve the employee experience.

Competency Requirements :

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 Management, Career Management, Talent Mobility 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.

The shortlisting process will only start once the application due date has been reached. The time taken to complete this process will depend on how far you progress and the availability of line managers.

Our Commitment to Transformation

AfroCentric is committed to transformation and embracing diversity. Our Employment Equity plan and targets will be considered as part of the recruitment process. This commitment is what drives us to achieve a diverse workplace with employment equity as a key goal to create an inclusive workforce, representative of the demographics of our society as well as people with disabilities.

Should you not hear from us within a month of applying, consider your application unsuccessful.

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