Johannesburg, South Africa | Posted on 05/08/2024 Industry Nonprofit Charitable Organizations Work Experience 4-5 years City Johannesburg State/Province Gauteng Country South Africa About us SmartStart is a successful national network of NGOs & partners realising quality,affordable early learning for all 3-5-year olds, inclusively — through scaling anetwork of, and building a platform for, providers ; achieving specific ecosystemtransformations with governments and partners; and “evangelising” for earlylearning as a priority societal cause . Job Description Smartstart is looking for a Talent Manager to join our team Purpose Partner with department heads and collaborate with line managers tocreate the conditions that · Recruit, onboard, retain anddevelop the people SmartStart needs · Enable people toperform-and-develop in their roles (through “purple” practices that buildrelationships we need for doing-and-thinking together) · Build the organisation’speople power and capabilities Key Responsibilities Recruitingthe new employees SmartStart needs Partnering with department heads and coachinghiring managers in: · Co-developingand updating job descriptions (incl. person specifications) · Interpretingroles framework and remuneration policy as well as employment equity prioritiesand obligations · Developingattractive job adverts clearly articulating employee value proposition · Leading& managing focused sourcing / searching and outreach for key roles · Identifying,building relationships with, and managing recruiting service providers andagencies · Managingcandidates’ experience throughout (for key roles at least; incl. providingevery interviewee with appropriate feedback) · Signingoff on and offering jobs, then contracting incoming employees and/orindependent contractors Maintaining &updating roles framework and associated remuneration framework Onboarding newcomers to SmartStartsuccessfully Partnering with department heads and coachingrelevant people managers in: · Leadingand ongoingly fit-for-purpose developing onboarding (incorporating induction) o Toyield incoming employees’ experiences of § Belonging at SmartStart § Integration into workproductively o Acrossthe following phases § Early onboarding Supervising the inductionprocedure managed by PeopleAdministrator Co-creatingthe conditions that retain employees and enable themto perform-and-develop in their roles Partnering with department heads and supporting,guiding, collaborating with, and coaching people managers in: · Managers’practicing the “purple” practices that build relationships needed fordoing-and-thinking together · Supportingemployee wellbeing (including by managing service providers) · Employees’engagement with relevant information, communications, mutual recognition o regular(weekly-fortnightly) one-on-one performance-development conversations o annualone-on-one performance-development review conversations · Managers’diagnosing ongoing development opportunities and/or performance problems andthen managing these as appropriate (including during probation), incl. but notlimited to o understandingsituations and diagnosing problems accurately o specificand/or focused development support if & as appropriate o labourrelations procedures and processes if & as appropriate (eg. formalenquiries) · Managersdeciding employee ratings for annual bonus determinations (per present RemunerationPolicy) · Reviewingremuneration and recommending remuneration adjustments if & as appropriate · Interpreting,realising, and monitoring compliance with relevant policies and standardemployment & workplace legislation, including: o RemunerationPolicy o LeavePolicy o LRA,BCEA, EEA, OHSA, SDA, and skills development within BBBEE framework (supportedby specialised service providers as appropriate) Coordinate: · Monthlyorg-wide staff meetings Convene thencoordinate a forum for interns and/or inexperienced employees Managingemployee information for decision-making and risk mitigation Manage: · People(HR) Information Systems and service provider, incl. staff o Self-serviceportal o Demographicsfor employment equity reporting o Records,incl contracts, disciplinary records, etc. o Leavepolicy & procedure (realised through Employee Self-Service) · Payrollservice provider (w. Finance Department) · Labourrelations service provider Managinggenerally in service of the above · Budget& expenditure: Budget appropriately & accurately for the department/functionand manage expenditure responsibly · Policies:Maintain, update, and guide development of policies related to the above andmore broadly to talent, roles, and remuneration · Serviceproviders: Identity, build relationships with, manage, and leave relationshipswith service providers as appropriate · General:Contribute as an equal member of Manco (broad management group) Requirements PersonSpecification Note! Applicants with unconventional backgrounds will be considered equally · Min.degree or equivalent evidence of learning & capabilities o withevidence at some point of excellence & analytic ability o notnecessarily in “human resources” · Min.5 years relevant professional experience in roles like talent acquisition,talent management, HR business partner etc. and/OR in “people” and/or“talent”-related work like leadership development, change “management”,organisational development, etc o Someexperience in recruiting is preferred — or else a clear, strong appetiteto learn · People& team management experience & insights strongly preferred o Feedbackand/or “learning conversation” skills, incl. regarding “difficult conversations” o Coachingskills and/or experience · Clearorientations in practice to o Employees as people (human beings)playing roles in complex organisational & wider contexts o People& team managers as primarily responsible for managing people-in-roles, theirperformance-development, and associated decision-making o Talentand/or People function as focused on collaborating to create the conditions for success — more thanadministration, compliance, risk management etc · Clearcuriosity and track record of learning, including openness to & appetitefor feedback · Demonstratedability to see & realise the big picture while attending to details · Advantageous: familiarity with (andexperience of) “systems thinking” and/or approaches to complexity#J-18808-Ljbffr