People Consultant: Talent Operations
Vacancy at a glance
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Overview
Enable the agile, data-driven execution and governance of the SA Operations Talent Management agenda, serving as a future-fit specialist connector between business priorities and regional talent solutions. Translate strategic talent priorities into integrated actions, predictive workforce insights, and high-impact talent outcomes. Partner dynamically with People leads, CoEs, and operational stakeholders across talent identification, succession strategy, critical role bench strength, mobility, and performance enablement.
Requirements
- Relevant degree in Human Resources, Industrial Psychology, Organisational Development, Business Management or a related field.
- Postgraduate qualification or relevant professional certifications advantageous.
- 3-5 years relevant experience across Talent Management, Organisational Capability, HR Operations, or a related People function.
- Demonstrated experience in succession planning, performance calibration, digital HR platforms, talent analytics, and cross-functional project execution in a complex, matrix organisation.
Responsibilities
- Operationalise enterprise Talent Management frameworks, standards, and digital tools across SA Operations in close collaboration with People Leads and CoEs.
- Coordinate robust talent identification, review, and calibration sessions to establish validated views of top talent, succession pipelines, and transformational bench strength.
- Drive systematic follow-through on agreed regional talent commitments, governance actions, and policy integration.
- Evaluate succession coverage, emergency cover, pipeline depth, and readiness for critical operational roles to mitigate business continuity risks.
- Monitor targeted Future Development Plans (FDPs), mentoring initiatives, and accelerate pathways for high-potential populations (Top 1% and Top 10%).
- Facilitate cross-functional talent mobility, stretch projects, secondments, and talent swaps to build agile, future-fit leadership capability.
- Consolidate, cleanse, and analyse regional workforce and talent data, converting metrics on movement, retention, and succession into executive decision intelligence.
- Maintain live dashboards and deliver strategic monthly, quarterly, and ad-hoc Talent Management reports for Opsco and regional governance forums.
- Leverage digital HR platforms and automation tools to transition talent reporting from transactional tracking to predictive risk modelling.
- Facilitate objective performance moderation and calibration processes, aligning performance distribution with talent identification and reward strategies.
- Implement risk-mapping frameworks to proactively identify flight risks among critical talent and co-create targeted retention interventions.
- Track retention trends, exit survey insights, and developmental interventions to continuously enhance employee experience and bench stability.
- Manage high-impact talent projects and future-fit operating model initiatives from design through deployment and adoption.
- Partner with People Partners, Talent Acquisition, People Development, and operational leaders to align localized execution with broader strategic priorities.
- Drive continuous capability building across People teams and line leaders, providing specialist advisory on contemporary talent practices, tools, and digital solutions.
Prepare for this opportunity
SpanSam guidance · Practical advice based on this listing, not additional employer requirements.
Match your background to the requirements
Compare the qualification named in the requirements with your completed studies. Use the exact qualification title and completion date in your CV. If your studies are still in progress, say so clearly. Check the source before assuming that a different qualification will be accepted.
Check the type and length of experience requested. Make relevant roles easy to find with consistent start and end dates, then explain your own responsibilities. Label internships, practical training and volunteering accurately so the recruiter can distinguish them from other employment.
Use the duties to tailor your CV
For People Consultant: Talent Operations, use the responsibilities above to decide which examples deserve space in your application. Choose a relevant task or project, explain what you personally did and describe the outcome. Use a measurable result where you have one, without inventing figures or sharing confidential information.
You do not need to repeat the whole advert in your CV. Help the reader connect your evidence to the advertised work. If you have not performed a duty before, describe relevant learning or transferable experience honestly rather than presenting it as a task you have already done.
Plan your submission
Check the original application page before preparing your final submission. If it uses a portal, review the required fields and file formats, complete each required step and look for a submission confirmation. Uploading a CV or creating a profile may be only part of the process.
Before applying, consider the advertised workplace and employment arrangement. Check any practical conditions that affect your availability with the employer rather than relying on another vacancy with a similar title.
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