Talent and Engagement Manager - Centurion at Ampath

Purpose of Position:

• Design and execute the Talent and Engagement strategy (Learning, Employee Engagement & Experience, Leadership Development & Talent Sourcing) aligned with organisational goals. Responsible for strategically developing employees’ skills based on organisational objectives and fostering a culture of continuous learning.

Requirements:

• Post-graduate qualification (or equivalent to an NQF 8) in Human Resources,  Industrial Psychology, Organisational Development, Change Management or  related fiel (Required)

Required Experience:

• 5 years or more strategic Learning and Development experience., Proven experience in Organisational Development and Talent Development or  Talent Management., Proven experience in successfully developing and executing Learning & Development, Leadership Development and Employee Engagement &  Experience strategies and initiatives.

Key Responsibilities:

• Develop and execute a Talent and Engagement strategy (Learning, Employee Engagement & Experience, Leadership Development, & Talent Sourcing) aligned with the People Strategy and the organisation’s strategic objectives., Employee Engagement:
• Design and implement an employee engagement and experience framework to create a positive and engaging work environment for employees across the employee journey/life cycle (attraction to alumni).
• Plan and execute employee engagement and experience campaigns.
• Design and execute engagement surveys; manage and report on results to stakeholders, Employer brand:
• Shape Ampath’s employer brand to appeal to top talent.
• Promote the Employer Value Proposition through various channels (e.g., social media, career websites etc.)., Leadership development:
• Design and implement a impactful leadership development strategy aligned with the organisational objectives.
• Build a leadership program to identify and nurture the next generation of leaders in Ampath.
• Develop a leadership competency framework to build critical leadership skills and competencies. Talent and Engagement Manager 3 of 5 © Ampath Implementation date: 14 February 2022 Prepared by the Learning & Development Department
• Work closely with the Organisational Effectiveness team to align the leadership development program with the talent management programs (performance and succession planning) to build a strong leadership pipeline.
• Facilitate the measurement of the impact of leadership development activities in order to demonstrate program effectiveness and guide improvements to enhance business outcomes., Learning:
• Design and implement impactful learning programs, covering leadership training, technical skills enhancement, and career development.
• Implement an effective learning infrastructure and utilise a range of learning techniques and formats, like e-learning, workshops, coaching, and blended learning methods, to cater to the diverse needs of employees.
• Recommend improvements to learning programs based on ongoing research in best practices in the area of expertise, analysis or benchmark data, and assessment of organisational needs.
• Identify and manage relationships with third-party vendors to support learning programs.
• Engage with vendors to establish and implement modules; monitor and assess the effectiveness of vendor-developed programs.
• Compile the Workplace Skills Plan (WSP) and Annual Training Report (ATR).
• Evaluate the effectiveness of learning programs to ensure it contributes to organisational growth., Manage, lead, and develop the Talent and Engagement team and provide regular feedback and coaching on performance., Manage the function’s budget to ensure Talent and Engagement programs, adhere to budgetary limits., Talent Sourcing:
• Develop and execute sourcing strategies to attract top talent.
• Oversee sourcing strategies and maintain candidate pipelines to ensure a steady flow of potential hires.
• Collaborate with Senior People Partners and their business leaders to identify talent gaps in critical positions, and short-and long-term recruitment strategies.
• Recommend new tools, processes, and technologies to enhance recruitment efficiency.
• Regularly report on recruitment activities, performance metrics (time-to-fill, source effectiveness, conversion rates etc.), and trends.