Talent and OE Specialist (6-month contract)

Vivo Energy; Cape Town; On-site; ZAR 200 000 - 300 000; Full time

Job summary

A leading energy company seeks a Talent and OE Specialist to enhance learning and talent development across the Group. This role will support succession planning and drive employee engagement strategies. Candidates should have a relevant Bachelor degree, over 3 years of experience in HR, and be fluent in English, with additional French skills being an advantage. Join us to help build a strong leadership pipeline and foster a culture of growth and inclusion.

Qualifications

• 3+ years of HR experience in a talent development environment.
• Fluency in English; French is a plus.
• Experience in developing and implementing learning programs.

Responsibilities

• Drive learning and talent development initiatives across the Group.
• Implement succession planning and career development programs.
• Support employee engagement strategy and initiatives.

Skills

Learning strategy development

Diversity, Equity & Inclusion (DEI)

Coaching and feedback

Analytical skills

Talent development

Organizational culture enablement

Education

Relevant Bachelor degree

Registered Industrial/Organisational Psychologist

Tools

SuccessFactors

Job description

The Talent and OE Specialist drives learning, talent development, succession planning, culture enablement, DE&I, and employee experience activities across the Group. The role supports leaders, HR teams, and the business in building a strong leadership pipeline, strengthening organisational capability, and creating a culture of growth, inclusion, and performance—aligned to Vivo Energy’s values and operating culture of Focus, Speak Up, Simplify, and Perform. This job includes development , co-ordination, reporting, administration , management and evaluation of Talent and OE activities across the Group. The role reports to the Talent and OE Manager.

Principal Accountabilities

Learning & Development Strategy Implementation

• Support the development and delivery of the Group Learning and Development Strategy and framework.
• Partner with business leaders and HR teams to identify learning needs and translate them into impactful development solutions.
• Manage the end-to-end coordination of learning programmes — from design in in some cases, vendor engagement to delivery and evaluation.
• Develop or curate and deploy blended learning (classroom, virtual, and e-learning) that supports technical, behavioural, and leadership capability development.
• Design, develop, implement and manage competency frameworks, assessments and reports.
• Monitor and report on learning & development activities, costs, performance, etc, as required and evaluate learning effectiveness of programmes.

Talent /Succession & Leadership Development

• Co-create the Talent Review and Succession processes and principles across the Group.
• Co-create and support with the design and delivery of development pathways for Emerging Leaders, Mid-Level Leaders, and future successors.
• Facilitate modules on career development, performance Management, feedback, coaching, and culture.
• Support Talent Reviews, development planning, succession planning, and capability-building interventions.
• Track completion of development actions agreed in People Forums.
• Co-oridnate the Leadership Development Programmes such as but not limited to W@VE, Emerging Leaders, SLDP , OYG, etc.

Succession Planning & Talent Reviews

• Coordinate and support the annual Talent Review and Succession Planning cycle across all Operating Units (OUs) and Central functions.
• Prepare tools, templates, and dashboards to support consistent talent assessment and succession mapping.
• Track development and readiness progress for successors in short-term, medium-term, and long-term pipelines.
• Analyse talent risks, gaps, diversity representation, and movement trends to inform decision-making.
• Ensure follow-up actions from Talent Reviews (e.g., development plans, rotations, exposure opportunities, coaching) are implemented and monitored.

Organisational Culture & Values Enablement

• Embed Vivo Energy’s Operating Culture (Focus, Speak Up, Simplify, Perform) in all talent and learning interventions.
• Support the roll-out of culture programmes, diagnostics, and activation campaigns across OUs.
• Develop culture and values toolkits and facilitate alignment sessions for leaders and teams.

Diversity, Equity & Inclusion (DE&I)

• Support execution of the Group DE&I strategy, with focus areas such as gender, disability, generations, and cultural inclusion.
• Coordinate DE&I learning: unconscious bias, inclusive leadership, micro-aggressions, harassment prevention.
• Track DE&I metrics and provide quarterly reporting dashboards.
• Support programmes such as Women at Vivo Energy (W@VE) and the Women in Leadership initiatives

Talent Sourcing & Selection Support

• Partner with HRBPs on talent attraction strategies for critical roles and early-career pipelines.
• Support assessment processes for leadership programmes, internships, and high-potential pools.
• Develop tools to support consistent interviewing, capability assessment, and role profiling across the business.
• Co-ordinate and prepare People on the Move Reports and communications monthly across the Group.

Employee Engagement & Wellness

• Support the Group’s employee engagement strategy and action planning following surveys.
• Partner with the Wellness provider (WPO) on campaigns, awareness sessions, and reporting.
• Support change management and communication efforts that enhance employee experience

Analytics, Reporting & Continuous Improvement

• Track KPIs across learning, talent development, engagement, DE&I, and culture.
• Use data insights to recommend improvements to programmes and processes.
• Maintain accurate learning and talent records in SuccessFactors and internal tools.
• Prepare Talent dashboards and reporting on Refresh costs, and Training and development costs and initiatives for Human Capital Reporting and Financial YE reporting and all other legal reporting requirements where relevant

Relevant Bachelor degree with 3+ years of HR experience in a talent environment.

Registered Industrial/Organisational Psychologist (HPCSA registration) will be an advantage.

Should be fluent in English. French would be an advantage.