Purpose of the Job

To provide support and implement the Authority’s talent management, learning and development, and performance management  initiatives in order to maximize the employee value proposition.

(2)    Statements of Main Responsibilities

1. Coordinates the recruitment process with relevant departments in line with the Talent Sourcing Policy 
2. Facilitates the Development of Job Descriptions in liaison with Talent Management Officer to ensure that accurate annual Job Descriptions are placed on staff personal files.
3. Coordinates staff competency and skills requirements and ensures staff fit between skill disposition and role held.
4. Coordinates talent and succession planning framework to ensure full adherence.
5. Facilitates the systematic identification of talent within the Authority.
6. Manages talent pool and training records database and updates as and required.
7. Maintains database of all competencies and records their progress as and when necessary.
8. Maintains a pool of technical and behavioral competencies required for each role
9. Evaluates the outcome of learning and development strategies to ensure that staff learning outcomes are met annually.
10. Conducts various engagement surveys relating to the Authority’s Talent and Succession Planning framework.
11. Coordinates Knowledge Management activities to ensure knowledge sharing within the Authority.
12. Evaluates impact of learning initiatives on employee skills and Key Performance Indicator (KPIs).
13. Evaluates internal and work-related challenges relating to staff training and development.
14. Evaluates staff learning outcomes in relation to immediate short term and long-term objectives of the learning.
15. Compiles staff engagement assessment results and prepares reports for management decision.
16. Manages annual learning budgets in terms of database updates of balances and all direct and indirect costs associated with training.
17. Participates in creation of learning plan.
18. Coordinates the design and review of performance management policy and procedures to embed a performance driven culture and the Authority’s performance management capability;
19. Advice and guide line managers and all staff in the implementation of the performance management system and review tools to achieve the strategic objectives of the Authority;
20. Analyses audit reports, departments’ strategic performance reports, post training action plans and performance appraisal reports to gauge the efficacy of the performance management policy and guidelines in as far as their alignment to Authority’s strategy is concerned;
21. Validates performance appraisal results which are an input to the performance rewards to ensure compliance with policy provisions;
22. Prepares a report on the Authority-wide picture of the performance rating distribution to influence decision making in the review of policy and procedures; and
23. Implement the Performance Improvement Plans (PIPs) to improve staff performance.

Requirements

(3)        Knowledge and Skill Requirements:

a.   General Education:

        Full Grade 12 School Certificate

b. Qualifications:

• Bachelor’s degree in human resources management/public administration/business administration or equivalent;
• Membership to relevant professional body.

c)    Relevant Pre-Job Experience:

4 years’ post qualification experience in Human Resources Management

• Coordinates the recruitment process with relevant departments in line with the Talent Sourcing Policy
• Facilitates the Development of Job Descriptions in liaison with Talent Management Officer to ensure that accurate annual Job Descriptions are placed on staff personal files.
• Coordinates staff competency and skills requirements and ensures staff fit between skill disposition and role held.
• Coordinates talent and succession planning framework to ensure full adherence.
• Facilitates the systematic identification of talent within the Authority.
• Manages talent pool and training records database and updates as and required.
• Maintains database of all competencies and records their progress as and when necessary.
• Maintains a pool of technical and behavioral competencies required for each role
• Evaluates the outcome of learning and development strategies to ensure that staff learning outcomes are met annually.
• Conducts various engagement surveys relating to the Authority’s Talent and Succession Planning framework.
• Coordinates Knowledge Management activities to ensure knowledge sharing within the Authority.
• Evaluates impact of learning initiatives on employee skills and Key Performance Indicator (KPIs).
• Evaluates internal and work-related challenges relating to staff training and development.
• Evaluates staff learning outcomes in relation to immediate short term and long-term objectives of the learning.
• Compiles staff engagement assessment results and prepares reports for management decision.
• Manages annual learning budgets in terms of database updates of balances and all direct and indirect costs associated with training.
• Participates in creation of learning plan.
• Coordinates the design and review of performance management policy and procedures to embed a performance driven culture and the Authority’s performance management capability;
• Advice and guide line managers and all staff in the implementation of the performance management system and review tools to achieve the strategic objectives of the Authority;
• Analyses audit reports, departments’ strategic performance reports, post training action plans and performance appraisal reports to gauge the efficacy of the performance management policy and guidelines in as far as their alignment to Authority’s strategy is concerned;
• Validates performance appraisal results which are an input to the performance rewards to ensure compliance with policy provisions;
• Prepares a report on the Authority-wide picture of the performance rating distribution to influence decision making in the review of policy and procedures; and
• Implement the Performance Improvement Plans (PIPs) to improve staff performance.

• Talent Management
• Learning and Development
• Performance Management
• Recruitment Coordination
• Job Description Development
• Competency Assessment
• Skills Assessment
• Talent and Succession Planning
• Database Management
• Knowledge Management
• Budget Management
• Performance Improvement Plans (PIPs)

• Bachelor’s degree in human resources management/public administration/business administration or equivalent
• Membership to relevant professional body