Key Accountabilities

• Develops talent management plans and initiatives that support talent development and retention of high performing employees.
• Implement succession planning by facilitating the identification of potential successors to critical positions and recommending and executing programs to develop capabilities of potential successors.
• Build internal talent pipelines to meet critical current and future skill requirements (competencies) by facilitating the implementation of the CEC Graduate Development Program (GDP) and other mentorship/coaching schemes in line with the relevant policies and procedures.
• Facilitate the identification of learning and development needs for various talent pools or occupational groups using appropriate research and analysis activities, such as training needs analysis.
• Support the business in conducting specific needs analysis for L&D and prepare business case for L&D activities when required.
• Implement L&D initiatives across the business through the creation of learning calendar, driving nominations, identifying and engaging with trainers, organizing workshops/e-learning etc.
• Ensure that all L&D initiatives and interventions meet the required governance and regulatory standards (relevant, adequate, appropriate and meeting legislative and technical requirements).
• Measure, evaluate and report on all Company sponsored learning and development activities.
• Participates in initiatives to create and enhance awareness and capability amongst line managers to adequately drive Individual Performance Planning (IPP) activities for their areas, including running IPP sessions and providing one-on-one support, thereby enhancing effectiveness of these activities and compliance with the performance management policy.
• Takes action to ensure compliance with Company Performance Management Policy and calendar through strategies such as communications and desk to desk visits agreed with the Senior Manager -Talent Management and OD.
• Provides support to both staff and managers in preparing quality performance scorecards and conducting appraisals.
• Ensures that supervisors engage in effective mentorship and coaching programs to address any gaps identified during performance reviews.
• Prepares quarterly reports and monthly Talent and OD dashboards that inform the Company on human capital trends and matters that require management attention.
• Proactively manage the Company’s L&D budget by effecting appropriate financial and cost management measures.
• Create and maintain external partnerships that support talent development and Learning and Development programs such as workshop facilitators, executive coaches, consultants, and other key service providers.

To be considered for this role, you will be required to have:

• Grade 12 School Certificate.
• Degree in Social Sciences, Human Resources Management, Business Administration or equivalent.
• Minimum 5 years’ experience in Human Resources Management, of which at least 3 years’ practical L&D experience gained in an HR role and context of similar complexity.
• In-depth talent pipeline experience and proven technical training skills and knowledge.
• Member of ZIHRM.

Specific Competencies

• Good presentation skills using constructive and logical approaches.
• Sound business acumen with ability to anticipate and interpret changes impacting on L&D programs and approaches.
• Specialised training in learning and development.