Job Description

Talent and Performance Practitioner

Position overview

An opportunity is available for a Talent and Performance Practitioner to coordinate and support the implementation of performance management, talent management and succession planning processes. The successful candidate will contribute to strengthening organisational capability, building sustainable talent pipelines and supporting employee development initiatives.

The role also supports leadership development, coaching and mentoring, organisational development, culture and employee engagement initiatives, as well as assigned Human Resources projects.

Key responsibilities

Performance management

• Coordinate and monitor the annual performance management cycle in line with approved processes and timelines.
• Guide managers and employees on performance planning, ongoing performance discussions and formal performance reviews.
• Facilitate performance management training and information sessions.
• Provide support on the performance management system and resolve or escalate system-related queries.
• Analyse performance information, identify trends and improvement opportunities, and prepare accurate reports.
• Contribute to the continuous improvement of performance management processes, tools, guidelines and documentation.

Talent management and succession planning

• Coordinate talent management and succession planning processes.
• Maintain annual schedules for talent reviews, succession planning activities and follow-up actions.
• Coordinate and facilitate talent review and succession planning discussions.
• Consolidate talent review information and maintain accurate records of talent classifications, decisions and development actions.
• Maintain succession plans, successor information, readiness classifications and associated development plans.
• Support managers in identifying appropriate development opportunities and monitor progress against agreed actions.
• Prepare talent and succession reports for management and relevant stakeholders.

Employee development

• Support coaching, mentoring and career development initiatives.
• Assist managers and employees in identifying development actions aligned with career and succession plans.
• Identify appropriate and cost-effective development solutions.
• Source and coordinate internal or external service providers where required.

Organisational development and culture

• Support organisational development initiatives aligned with business priorities.
• Participate in organisational culture, employee engagement, diversity and inclusion, and change initiatives.
• Facilitate relevant organisational development and employee engagement sessions.
• Gather and analyse feedback on culture and organisational development initiatives.
• Identify barriers to implementation and escalate concerns appropriately.
• Support interventions arising from employee surveys, feedback and business requirements.

Facilitation and project management

• Facilitate induction, performance management, talent management, succession planning and employee development interventions as required.
• Develop and maintain facilitation materials, guides, presentations and supporting content.
• Participate in Human Resources and organisational development projects.
• Develop project plans, timelines, milestones and deliverables for assigned projects.
• Monitor project progress, follow up on outstanding actions and ensure delivery within agreed scope, timelines and resource requirements.
• Maintain accurate records of project decisions, responsibilities, actions and outcomes.

Administration and reporting

• Prepare accurate reports and analyse information to highlight trends, gaps, risks and outstanding actions.
• Maintain up-to-date records relating to performance management, talent management, succession planning and assigned projects.
• Maintain relevant policies, procedures, forms, templates, guidelines and supporting documentation.
• Administer internal systems, including SharePoint, OnBase and other approved digital platforms.
• Protect confidential employee and organisational information in accordance with company requirements.
• Draft and maintain job profiles and support job profile reviews and updates when required.

Minimum requirements

Qualifications

• Grade 12.
• Relevant tertiary qualification in Human Resources, Industrial Psychology, Organisational Development or a related field.

Experience

• At least five years' relevant experience in Human Resources, Organisational Development or a related field.
• Practical experience coordinating and implementing performance management and talent management processes.
• Experience supporting or facilitating talent reviews, talent assessments or succession planning.
• Experience analysing and reporting on performance and talent information.

Advantageous requirements

• Additional qualification or certification in talent management, performance management, coaching or facilitation.
• Experience in facilitation, training delivery and project coordination.
• Exposure to organisational culture, employee engagement and change initiatives.

Ideal candidate

The ideal candidate will be an organised and analytical HR professional with practical experience in performance and talent management. They must be comfortable coordinating talent reviews, maintaining succession plans, analysing employee information and supporting managers with development initiatives. Strong facilitation, communication, stakeholder engagement and project coordination skills are essential.

Only candidates who meet the essential requirements will be considered.

Should you not be contacted within two weeks, please take your application as unsuccessful.