Organisational Development & Career Advisory Specialist (US hours)

呐; Wes-Kaap; On-site; ZAR 400,000 - 650,000; Full time

Job summary

A leading company in Wes-Kaap is seeking a highly motivated Organizational Development & Career Advisory Specialist to enhance employee growth and retention. This role involves managing onboarding processes, designing employee development programs, and collaborating with leadership to ensure alignment with organizational goals. The successful candidate will be passionate about enhancing the overall employee experience and fostering a positive workplace culture.

Qualifications

• 3-5 years of experience in talent management or employee development.
• Proven ability to collaborate with senior leadership on talent initiatives.
• Must be able and willing to work US hours.

Responsibilities

• Manage onboarding process to ensure smooth transition for new hires.
• Design and implement employee development programs.
• Support the performance management process and provide coaching.

Skills

Strategic Thinking

Exceptional Communication

Analytical Ability

Relationship Building

Leadership Capabilities

Employee-Centric Mindset

HR Technology Proficiency

Adaptability & Problem-Solving

Education

Bachelor's degree in Human Resources, Business Administration, Training and Development

Job description

ORGANISATION DEVELOPMENT AND CAREER ADVISORY SPECIALIST II

We are seeking a highly motivated Organizational Development & Career Advisory Specialist to join our HR team. Reporting to the Organizational Development Manager, this role is instrumental in developing and executing talent management strategies that drive employee growth, engagement, and retention.

You will collaborate closely with leaders across the organization to align talent development initiatives with organizational goals, fostering a high-performance culture and building strong leadership pipelines. This role provides an excellent opportunity to make a lasting impact by shaping the onboarding experience, employee development, and future leadership landscape.

Key Responsibilities

Onboarding & Integration

• Manage the onboarding process to ensure new hires transition smoothly into their roles.
• Facilitate orientation sessions, introducing employees to company culture, policies, and key stakeholders.
• Ensure that employees are enrolled in training and development programs to support their role readiness.
• Provide structured support during the first three months of integration to enhance employee engagement and productivity.

Probation Period Monitoring & Review

• Track new employees' progress during their probation period, coordinating regular check-ins with managers.
• Gather feedback from new hires and managers to assess onboarding effectiveness.
• Assist in probation review meetings, ensuring timely feedback and supporting decision-making regarding the successful completion of the probation period.
• Analyze data to enhance onboarding and probation processes, making continuous improvements for future hires.

Employee Development & Training

• Design and implement comprehensive employee development programs, ensuring continuous learning opportunities.
• Assess training needs and facilitate skill-building initiatives to align with organizational objectives.
• Monitor and evaluate training effectiveness, offering recommendations for improvement and tracking employee progress.

Performance Management

• Support the performance management process, including goal-setting, structured feedback, and performance reviews.
• Partner with managers to align individual and team performance with broader business objectives, ensuring employee growth and long-term success.
• Provide coaching and guidance to enhance leadership and professional development.

Succession Planning & Leadership Development

• Partner with senior leaders to identify high-potential employees and execute succession planning efforts.
• Develop and implement leadership development programs that nurture future leaders and strengthen management capabilities.
• Create tailored career development pathways that align employees' aspirations with organizational needs.

Employee Engagement & Retention

• Develop strategies to enhance employee engagement, morale, and overall satisfaction.
• Analyze employee feedback and retention trends to provide actionable insights and support talent retention initiatives.
• Foster a workplace culture that values and prioritizes professional growth and inclusivity.

Talent Management Reporting & Metrics

• Track and analyze key talent metrics, such as training effectiveness, performance trends, and employee engagement levels.
• Provide regular reports and recommendations to the Organizational Development Manager and leadership teams.
• Utilize data to drive strategic decisions and enhance the overall employee experience.

Collaboration & Strategic Impact

• Work closely with leaders and cross-functional teams to ensure talent management initiatives align with business goals.
• Build relationships across the organization, influencing HR strategies and leadership development.
• Act as a trusted advisor to managers and employees, helping them navigate career growth and development opportunities.

Skills & Attributes

• Strategic Thinking – Ability to align talent management initiatives with long-term organizational growth.
• Exceptional Communication – Strong verbal and written skills to engage with employees, managers, and leadership.
• Analytical Ability – Skilled in interpreting talent data, performance trends, and engagement insights.
• Relationship Building – Strong interpersonal skills to collaborate effectively across all levels of the organization.
• Leadership Capabilities – Ability to influence decisions, shape strategy, and drive impactful initiatives.
• Employee-Centric Mindset – Passionate about enhancing the employee experience and fostering a positive workplace culture.
• HR Technology Proficiency – Experience with HRIS, talent management software, and data analytics tools to streamline processes.
• Adaptability & Problem-Solving – Comfortable adjusting strategies in response to evolving business needs.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, Training and Development or a related field (or studying towards—advantageous).
• 3-5 years of experience in talent management, employee development, or a related HR function.
• Proven ability to collaborate with senior leadership and cross-functional teams on strategic talent initiatives.
• Familiarity with performance management, succession planning, and employee engagement strategies.
• Must be able and willing to work US hours. (Essential)