Senior Talent Development Consultant: Change and Communication - Cape Town, South Africa - TFG Human Resources

Description

Position Description:

As part of the People Shared Services that will provide excellent service and employee experience for over employees, the incumbent's primary responsibility is of this job is to, within a project context, plan, execute and evaluate the Change Management effort required for the project. In addition to this, deliver on the talent development operational implementation within the portfolio which includes but us not limited to employee engagement, communication, performance, and capability. The incumbent will ensure professional consultation with a focus on delivering best customer service in a continuously improving efficient and effective way that achieves Service Level Agreement standards.

This job operates primarily within a project context and will be allocated to various projects. The requirement is that this role will also support delivery in broader People Shared Services scope according to business needs. This role reports to the Professional services Talent Manager and is part of the Fuse people shared services team.

Responsibilities

Operational lead from Talent Manager and People Shared Service Management

• Day-to-day operational management and leadership from Talent Manager and PSS Management, including on the job coaching and guidance, and prioritization of workload;
• Deliver according to workforce capacity plan from Service Management to meet business requirements within SLA;
• Activities to be planned, recorded and delivered within SLA, procedure and protocols; and compliance risks escalated
• Drive best practice with PS team around communication, change management ensuring forward planning and consistent measure of effectiveness in place

Responsible for planning, executing and evaluating Change Management within a project context

• Apply structured change management methodology & tool, approach change management with purpose and intent. Understand the proposed change the project aims to bring about and use the appropriate tools from a change management "tool box".
• Formulate change management strategy and approach in order to evaluate how big the change is and who will be impacted, conduct a readiness assessment, change characteristics assessment, stakeholder analysis (including Key Stakeholder tracking) and develop a customized strategy and approach for each project.

Develop and execute change management plans based on strategy and approach, create customized set of change management plans to move people forward. Develop and execute on the following plans

• Overall Change Management Plan
• Communication plan
• Education and Training plan
• Plans to support Sponsor, Change Agents, and other leaders (where applicable)
• Resistance or Change Risk plan

Support other change management role-players and build coalition by coaching other key role-players in the change process on change approach and tactics (e.g. change agents) and but and maintain a coalition (where necessary) to drive out the change management plan.

Evaluate and measure change management effectiveness/success

• Propose and agree change management measures of success with associated tangible metrics
• Align change management measures of success to overall project measures
• Develop plan to measure and monitor success aligned to tangible metrics
• Provide feedback of change management metrics to relevant stakeholders

Responsible for the delivery of talent development activities, Employee Engagement, Performance and Capability

• Guided by annual calendar of Talent Development events to meet business deadlines within SLA standards, including readiness for key internal meetings
• Work with PSS System and Reporting team to ensure all leadership development, employee engagement, performance and capability data is tracked and available for all reporting requirements
• Ensure that employee engagement initiatives are effectively managed, including voice of employee surveys and data; and employee ideation programmes
• Manage employee internal communication requests and projects, ensuring effective and collaborative briefing (with requestor); communication preparation; signed off by the right stakeholders and scheduled per agreed operating procedure
• Partner with digital content centre to optimise best use of digital e-solutions for internal communication; and partner with Marketing to ensure similar VOC / VOE communication footprint across TFG
• Build relationships (internal; third parties; etc)
• Brief tasks to be delivered by Transactional Services within agreed lead times, agree delivery and ensure timeous and quality completion
• Execute operational activities for / through relevant third parties (e.g. Inquba)
• Partner to deliver end-to-end digital / e-solutions (e.g. digital content centre)
• Escalate third party delivery issues to relevant relationship holder (i.e. SPA Talent/ OE)
• Attend regular operational meetings with third parties (e.g. PLP)
• Ensure timeous payments to third parties are processed (e.g. external facilitators)
• Brief work to external suppliers within agreed lead times and ensure timeous and quality delivery

Identify and manage potential risk

• Ensure all activities are consistently conducted in a way that meets compliance measures and stands up to internal and external reviews and audits (Eg Communication audit)
• nsure all significant legislative risks / compliance issues are escalated to relevant internal owners (i.e. Talent Manager to communicate with SPA Talent)

Continuous Improvement

• Identify opportunities for improvement in Talent Development processes and communicate these to Talent Manager for consideration

Problem Management / Escalation Management

• Communicate all significant risks to delivery to the Talent Manager
• Escalate any deviation to policy to Talent Manager to raise with SPA Talent for decision
• Operational lead from Talent Manager and People Shared Service Management
• Day-to-day operational management and leadership from Talent Manager and PSS Management, including on the job coaching and guidance, and prioritization of workload;
• Deliver according to workforce capacity plan from Service Management to meet talent development business requirements within SLA;
• Talent development activities to be planned, recorded and delivered within SLA, procedure and protocols; and compliance risks escalated

Requirements

• Degree or equivalent professional qualification
• Accredited on Change Management methodology (e.g. Prosci) Essential
• 6 – 8 years working experience within HR or Change Management
• 2 to 3 years experience working in a Project Delivery Context
• Working understanding of Talent Development and / or HR generalist activities

Competencies and behaviour for success

• Experience working with leaders at all levels in an organization
• Experience in project planning
• Facilitation Experience
• Customer service / passionate about user employee experience
• Excellent interpersonal and communication skills
• A 'can do' attitude with high service delivery
• Continuous improvement performance mindset
• Understanding of related policies and legislation and TFG business context
• Resilient in the face of obstacles
• Ability to work in fast paced environments and manage multiple projects
• Ability to analyse and interpret data
• Ability to lead change
• Ability to prioritise
• Sound judgement and decision making
• TFG Brand Ambassador

Preference will be given, but not limited to candidates from designated groups in terms of the Employment Equity Act.