Talent Solutions Manager

Clicks Group; Wes-Kaap; On-site; ZAR 600,000 - 900,000; Full time

Job summary

A leading retail company in South Africa is seeking a strategic professional to lead integrated talent management and leadership development initiatives. The role involves enhancing the employee value proposition and maintaining succession planning, alongside managing change effectively. Candidates should have a relevant degree and significant experience in recruitment and organisational design, essential for attracting and retaining top talent.

Qualifications

• 3+ years in organisational design is required.
• A degree in HR or Psychology is essential.
• 5+ years of recruitment or talent management experience.

Responsibilities

• Lead the strategic planning of talent management initiatives.
• Develop policies for organisational design to support business strategy.
• Communicate and manage succession planning outcomes effectively.

Skills

Job analysis and design

Job profiling and grading

Talent attraction and engagement

Talent and succession planning

Bursary scheme management

Career management

Leadership development

Education

3-year degree/ diploma

HR/ Psychology/ Business/ Commercial specialisation

Industrial Psychologist

Job description

Job Purpose

To lead the strategic planning, design, and execution of integrated talent management, leadership development and change management initiatives across the Group, drive organisational design, succession planning and a compelling employee value proposition to attract, develop, and retain top talent in line with Group policies and objectives.

Job Objectives

• To develop and implement policies, frameworks, and methodologies for organisational design, job evaluation, and profiling that support business strategy and enable effective workforce planning.
• To lead the design and execution of leadership development frameworks and interventions that build future-ready capabilities across the Group.
• To maintain and update the job matrix to ensure consistency, internal equity, and accurate reflection in SAP HCM systems, and communicate changes to relevant stakeholders.
• To manage and integrate talent and succession planning outcomes to support career progression, leadership pipeline development, and retention of key talent.
• To develop, lead, and embed change management frameworks and principles across the Group to enable successful implementation of change initiatives and organisational transformation, drive sustainable adoption, adaptability as well as continuous improvement in order to support business continuity and performance improvement.
• To enhance and communicate the employee value proposition (EVP) to strengthen employer branding and employee engagement.
• To build strategic partnerships with internal and external stakeholders to drive innovation and adoption of best practices in talent and leadership development.
• To manage human, financial, and operational resources effectively to deliver on the talent solutions strategy and achieve business objectives.
• Navigating resistance to change and aligning talent strategies with evolving organisational culture and ways of working.
• Managing retention and succession planning in high-turnover environments, particularly in scarce and critical areas of the business.
• Ensuring a strong and diverse leadership pipeline across the group, especially in underrepresented areas.
• Aligning talent and leadership development strategies across multiple brands, geographies, and business units within the group.

Qualifications

• 3-year degree/ diploma (Essential)
• HR/ Psychology/ Business/ Commercial specialisation (Desirable)
• Industrial Psychologist (Desirable)

Job Related Knowledge

• Organisational behaviour
• Organisational design
• Relevant labour legislation
• Competency frameworks
• Talent management
• Job profiling and grading
• Employee engagement
• Organisational transformation
• Leadership development
• Employee Value Proposition
• Career paths

Job Related Skills

• Job analysis and design
• Job profiling and grading
• Talent attraction and engagement
• Talent and succession planning
• Bursary scheme management
• Career management
• Leadership development

Job Related Experience

• 5 years + recruitment/ resourcing/ talent management
• 3 years + people management
• 3 years + in organisational design
• 2 years + track record of recruiting mid-managerial to executive level employees
• 2 years + experience in developing job profiles and grading roles

Job Related Competencies

• Deciding and Initiating Action
• Leading and Supervising
• Persuading and Influencing
• Analysing
• Planning and Organising
• Delivering Results and Meeting Customer Expectations
• Adapting and Responding to Change