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    • Africa Talent Development Manager - Johannesburg - EY

    EY
    EY Johannesburg

    3 weeks ago

    EY background
    Description

    Talent Development Manager Role

    The Talent Development Manager is responsible for delivering the operational aspects of the Region Talent Development strategy. This includes facilitating and coordinating the identification of employees for Leadership Development programs and succession, supporting the deployment of Global Leadership Development programs at the Region level, and measuring and evaluating their impact. Additionally, this role supports succession planning activities as required and serves as the first point of contact for queries relating to Talent Development Programs.

    Key Responsibilities

    1. Talent Development Strategy Planning and Execution

    • Supports the identification of priorities and initiatives relating to Talent Development to feed into the Region Career Development and Performance (CDP) strategy, as required.

    2. Leadership Development

    • Supports the delivery of the Leadership Development strategy and plan.
    • Provides operational support relating to the coordination of nominations process and deployment of Leadership Development programmes, including coordinating and engaging with Region business leaders and Talent Consultants to identify and assess high potential employees for programmes.
    • Leads the development and deployment of signature experiences for future leaders in collaboration with the Talent Development Senior Manager.
    • Advises and provides direction in defining objectives and learning curriculum for high potential and high performers.
    • Designs and develops programmes for identified candidates based on business needs.
    • Oversees and provides measurement and evaluation of Leadership Development programs in the Region, providing data and insights.

    3. Succession Planning

    • Supports all activities required for the launch of the succession planning process.
    • Provides support in creating connections between output of performance feedback and succession planning.
    • Provides support in identifying, planning and coordinating development activities for partners/employees in the succession pool.

    4. Performance Management

    • Collaborates with HR and managers to integrate talent development practices into the performance management process.
    • Manages the implementation of performance development plans, individual development plans, and ongoing feedback mechanisms to drive employee growth and performance.
    • Identifies and implements enablers to support behaviour change and transition of the business to new ways of working.
    • Manages activities regarding Counselor Connect meetings.
    • Delivers all operational aspects of all performance and growth projects in line with Region strategy.
    • Implements initiatives to drive Counselor Excellence, including the coaching and upskilling of counselors.

    5. Coaching and Mentoring

    • Provides coaching and mentoring to employees, managers, and high-potential talent, fostering their professional growth and leadership capabilities.
    • Designs and facilitates workshops for team effectiveness.
    • Facilitates the establishment of mentoring programs and networks to promote knowledge sharing and career development.

    6. Talent Assessment and Development Tools

    • Identifies and implements talent assessment tools and methodologies to evaluate employee skills, competencies, and potential.
    • Utilizes data-driven insights to identify skill gaps and development opportunities, and implements targeted interventions.

    7. Talent Metrics and Reporting

    • Establishes key talent metrics and reporting mechanisms to track the effectiveness and impact of talent development initiatives.
    • Provides regular updates and reports to stakeholders, highlighting progress, outcomes, and recommendations for improvement.

    8. Stakeholder Collaboration

    • Collaborates with HR, senior leaders, and department managers to align talent development initiatives with business strategies and priorities.

    Qualifications and Skills

    • A degree in Human Resources, Organizational Development, Industrial Psychology or a related field.
    • Minimum of 6 years of experience in talent development, learning and development, or a related role.
    • Proven experience in designing and implementing talent development programs and initiatives.
    • Strong knowledge of talent management principles, adult learning theories, and talent assessment tools.
    • Experience in coaching and mentoring individuals at various career levels.
    • Excellent project management skills, including the ability to manage multiple projects and priorities simultaneously.
    • Strong analytical and problem-solving skills, with a focus on data-driven decision-making.
    • Excellent communication and interpersonal skills, with the ability to collaborate effectively with stakeholders at all levels.
    • Strong workshop and training facilitation skills.
    • Strong organizational skills, attention to detail, and ability to work in a fast-paced environment.
    • Certification in talent development, coaching, or related areas (e.g., ATD, ICF) is a plus
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