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Position Title: Talent Development Specialist (re-advertisement)

Job Summary Statement/Purpose:
To facilitate ongoing review of organisation capability requirements, develop a progressive skills development function and lead implementation of talent management strategies and processes, providing operational support by fostering a high-performance culture within Sasria and ensuring that all employees embrace the principles of learning and talent management.

Current Status: Closed

Contract Type: Permanent

Closing Date: May 16, 2022

Click here to apply

Qualifying Criteria

1. Skills and Learning Development
• Conduct organisation capability assessment to determine performance and competency gaps.
• Implements mechanisms to measure the effectiveness of learning and talent activities, with a specific focus on the effectiveness of the organisation.
• Develop and implement graduate programs and learnerships as required by the business and for transformation purposes.
• Monitor and review the progress of trainees through assessments, questionnaires, and discussions with managers.
• Act as Sasria’s SDF and manage relationships with external stakeholders including service providers, Inseta and industry bodies.
• Regularly review the L&D landscape and ensure training material, policies and procedures remains relevant and meets key business needs.

2. Talent, Career and Succession planning
• Collaborates with the Human Capital Business Partners to formulate a workforce plan that reflects the capability requirements of the organisation for the strategy term.
• Coordinates and facilitates talent annual talent review and succession planning process to determine talent risks and opportunities for Sasria.
• Facilitates the implementation of successor and talent development plans to fast track candidate readiness, including coordinating assessments, coaching, and advising on relevant learning interventions.
• Engages with staff and management on measures to enable effective career planning and management.
• Facilitates the implementation of the retention strategy for critical talent segments.
• Work with the HCBP to formulate talent development plans for HIPPs and Succession candidates and oversee the progressive implementation of the development plans.
• Provide specialist guidance and facilitation of group sessions to stakeholders across all the of learning and talent value chain, including:
– Performance management
– Talent reviews
– Succession planning and retention
– HIPO development approaches
– Organizational and personal development planning
– Career development and planning
• Oversee the design and effectiveness of the new employee onboarding program to meet the needs of the new, hybrid mode of working.

3. Organisational Diagnostics
• Make use of data and stakeholder feedback to locate the root cause of organisational talent related problems and inform appropriate solutions and interventions.
• Uses data analytics to offer focused insights from across the talent effectiveness value chain.
• Make use of organisational design to identify trends /patterns pertaining to customer requests and needs to continually improve all aspects of service delivery.
• Proactively seek feedback from stakeholder and conduct trend analysis to identify talent issues before they adversely impact climate and performance.

4. Policies and Procedures
• Contribute to identifying process improvement in policies and/or procedures for identified areas e.g., Performance Management, EVP etc.
• Research latest development in management, leadership and organization development areas and keep abreast to serve as a subject matter expert and consult to organization regarding critical people issues.

5. Reporting and Alignment
• Report on talent and succession profile and flag potential risks as applicable.
• Compile climate/ engagement survey report with recommendations of areas for improvement.

• Minimum of a bachelor’s degree (Industrial Psychology, Business Management or similar).
• Preferred Post graduate qualification.
• 5 years’ experience in talent development / learning and development role.
• 3 years of relevant experience in an SDF/ facilitation role.
• 5 years in human resources/ people management environment.

• Knowledge of the skills development act and other related legislation.
• Knowledge of short-term insurance sector.
• Systems thinking.
• National Treasury reporting requirements for Schedule 3A entities.
• Organisational effectiveness analysis techniques.

• Strategic sighted.
• Communication.
• Report Writing skills.
• Data and trend analysis.
• Facilitation skills.
• Negotiation skills.
• Research and benchmarking
• Strategic planning.

• Ability to work under pressure.
• Assertiveness.
• Business acumen.
• Flexibility.
• Effective communicator.
• Results driven.
• Stress tolerance.
• Persuasiveness.

  •  A South African citizen of any gender, preference will be given to an EE candidate.
  • The role will be in Illovo, Johannesburg.