Talent Management and Development Consultant

Main Purpose

Talent Management & Development Consultants are professionals responsible for driving business-aligned learning strategies and executing training initiatives that enhance employee capability, engagement, and compliance. The role ensures effective learning delivery, governance, and reporting across the organisation, supporting succession planning, leadership development, and compliance. This role involves collaborating with stakeholders to assess talent needs, develop training programs, and ensure effective succession planning.

ACCOUNTABILITIES & RESPONSIBILITIES (KEY PERFORMANCE AREAS & TASKS)

Talent Management 

• Lead and complete the annual Training Needs Analysis (TNA) across all business units based on Personal Development Plans (PDPs).
• Develop and implement training plans that address identified business and functional skills gaps.
• Track and report on employee participation and completion rates of learning programmes.
• Support succession and talent development initiatives
• Maintain accurate training data, feedback reports, and progress metrics for leadership development program Learning and Development
• Design and implement employee development programs, including leadership training, technical skills development, and overall skills enhancement.
• Facilitate training sessions and workshops to equip employees with skills required for their roles and career advancement.
• Evaluate the effectiveness of training programs through feedback, assessments, and measurable outcomes.
• Create and maintain career development frameworks that provide employees with clear pathways for growth.
• Implement Training Initiatives: Develop and deliver training sessions aimed at enhancing employee skills, leadership capabilities, and overall performance.
• Coordinate and deliver all scheduled learning programmes in alignment with the annual training calendar.
• Ensure full compliance with mandatory induction and statutory training requirements.
• Promote adoption and active engagement on the Learning Management System (LMS) with a target of 80% usage rate.

Manage Vendor Relationships

• Identify and manage relationships with external vendors for training resources or talent assessment tools as needed.

Data Analytics & Reporting

• Track and analyse metrics related to talent development programs to measure their impact and inform future strategies.

Compliance and Governance

• Accurately track and report training spend, and initiatives aligned with BBBEE and SETA requirements.
• Compile and submit the Workplace Skills Plan (WSP) and Annual Training Report (ATR) by April 30 each year, ensuring 100% compliance and SETA approval.
• Ensure all training initiatives are captured, validated, and meet Skills Development Levy (SDL) and BBBEE scorecard requirements.
• Maintain audit-ready training and compliance records.

 Special / Ad Hoc Projects (10%)

• Plan and deliver special or strategic L&D initiatives beyond business-as-usual activities.
• Collaborate with key stakeholders to design and implement innovative learning solutions that support organisational priorities.
• Monitor project outcomes and measure impact against defined objectives

Competencies and Minimum Requirements:

Knowledge, qualifications and experience

• Bachelor’s degree in human resources, Industrial and Organisational Psychology, or a related field/or equivalent
• Minimum of 7 years’ experience in talent management, leadership development, or related HR roles.
• Proven track record of designing and implementing talent strategies at a senior level.
• Experience in managing teams and working with senior leadership.