HCM OFFICER: PERFORMANCE AND TALENT MANAGEMENT

The successful candidate will be amongst other be expected to;

Talent Management

• Assist with the adequate support to manage officials through the talent management lifecycle.
• Assist to develop talent management frameworks and tools for the management of retaining and developing BMA officials.
• Assist with Workforce Planning including identifying current and future talent needs aligned with business strategy.
• Facilitate the onboarding and induction of newly appointed officials to fit into organizational culture and goals.
• Assist Employee Development: Design training programs, career paths, and succession planning initiatives.
• Develop and Implement the Organisational workplace skills plan.

Performance Management

• Promote a Performance Management culture through the implementation of performance management systems.
• Facilitate the Design, implement and monitor of Performance Management to enable officials understanding of the goals of BMA and to identify how individual inputs contribute to the achievement of BMA objectives, specifically through managing the performance cycle.
• Work in liaison with key stakeholders to establish and support the link between strategic business objectives and people’s day-to-day actions and tasks.
• Provide guidance and advise during contracting phase to ensure alignment of contracts to business units AOP and do follow-ups on compliance timelines.
• Present reports detailing the status of Performance Management so that informed decision may be taken in the Human Capital unit.
• Facilitate the development and communicate the strategic vision, scope, priorities, processes, systems and tools of the performance management unit
• Assist with the Performance Management and improvement initiatives, ensuring their alignment to improving BMA operational and program efficiencies
• Assist with the design, development and review of policies and procedures to enhance Performance Management Process.
• Provide training to managers and officials on performance management.
• Develop bi-annual and annual data on Performance Management to ensure accurate and reliable management information that facilitates executive decision making
• Facilitate the coordination and the sitting of the annual performance review process
• Facilitate bi-annual and annual performance assessment reports, provide analyses and recommend changes for consideration by the delegated authority.
• Conduct research and make recommendations on new designs, systems, approaches and applications in the area of Performance Management.

Succession planning

• Orientate Managers on Succession Planning policies and processes in coordination with Training & Career Development Department.
• Facilitate the identification potential key roles / jobs to determine need of successors and identify current incumbents in key positions.
• Facilitate the identification of high potential candidates for the succession planning program, based on experience and competencies.
• Facilitate the assessment of skills and experiences required for unmatched critical positions, and report output to line managers.
• Assess and report the risk areas, where no match exists between potential succession candidates and required skills and experience.
• Review and monitor periodically the progress of company-wide succession planning program, and highlights program adjustment, where and when needed
• Identify and propose criteria for identifying candidates as long term and short-term replacements.
• Facilitate the assessment of Talent Pool: Evaluate current officials’ skills, performance, and potential for future leadership and propose career pathways to grow into leadership.

Risk and Compliance

• Prepare mandatory reports by collecting information for the Manager.
• Co-ordinate and compile qualitative the entity's monthly and quarterly reports and presentations
• Track commitments, report deadlines and manage follow-ups.
• Ensure all documents are filed according to BMA policies and procedures.
• Process all documentation according to BMA policies and procedures as well as document control principles.
• Assist in identifying and adhering to fraud controls, risk prevention principles, sound governance and compliance processes, and tools to identify and manage risks.
• Support and provide evidence to all internal and external audit requirements.
• Maintain quality risk management standards in line with relevant requirements.
• Maintain and enforce all related Service Level Agreements to minimise business risk and ensure business continuity.
• Adhere to all relevant laws, policies and Standard Operating Procedures throughout the organisation.

Stakeholder Services

• Liaise with 3rd Party providers to ensure effectiveness and efficiency of the service provided.
• Respond to enquiries by gathering, analysing, summarising, and interpreting data.
• Provide general support and assistance on any other Performance and Talent Management related deliverables.
• Promptly and attentively respond to customer requests and queries within established parameters and timeframes.
• Conduct induction and training workshops as and when needed.
• Liaise with internal and external stakeholders.
• Communicate and liaise with officials concerning Performance and Talent Management queries.

General Administration

• Coordinate and provide administrative duties in the business unit such as, receiving telephone calls, correspondence and emails and flagging them as required.
• Develop and maintain annual meeting planner for the business unit.
• Coordinate the business unit’s meetings preparation and ensure that all invitations, logistics, minutes, relevant agendas and material are provided.
• Assist with the coordination and compilation of reports for the business unit for review and submission.
• Assist in the capturing of relevant information and maintaining the database for the business unit, ensuring data integrity.
• Monitor payments for Unit related activities.
• Maintain and keep record of costing information.

Minimum Requirements

Minimum Qualifications

• Grade 12 (Matric)
• An undergraduate qualification in Human Resource Management / Business Administration (Management) / Public Management (Administration) at NQF level 7 as recognized by SAQA.

Minimum Experience

• 4 years’ experience within the performance and talent management, at supervisory level.

Knowledge

• Talent Management
• Employee Development
• Succession Planning
• Performance Management and Development Systems
• HR Workforce Planning
• Constitution of the Republic of South Africa
• Labour Relations Act 66 of 1995
• Skills Development Act 97 of 1998
• Border Management Authority Act, 2 of 2020
• Basic Condition of Employment Act, No.75 of 1997
• Employment Equity Act, 55 of 1998.
• Employment Equity Regulations

Other requirements

• Flexibility in working hours will be required to meet demands of the role.
• May be required to work overtime.
• Valid driver’s License

The BMA is an equal opportunity employer committed to employment equity and workforce diversity preference may be given to suitably qualified candidates from designated groups in line with the BMA employment equity plan. The BMA reserves the right not to make an appointment to the advertised positions

It is the applicant’s responsibility to have all foreign qualifications evaluated by South African Qualification Authority (SAQA) and to confirm the appropriate NQF level and to provide proof of such evaluation report.

• Shortlisted candidates may be subjected to an interview and technical assessment(s) (which assesses the candidate's demonstrated professional and technical competency against the job requirements and duties).
• Candidates potentially considered suitable after the interview and technical test(s) for senior positions, will be subjected to a competency assessment (which