Talent Success Advisor

About us

At SovTech, we believe the future of software lies in the talent, innovation, and creativity found on the African continent. Headquartered in South Africa, our team of highly-skilled engineers, designers, and strategists spans the continent, tapping into Africa's diversity to fuel a collaborative culture of disruptive thinking and technical excellence. For over a decade, we have been pioneering world-class software development for a global audience, with a mission to become Earth's leading software company from the world's fastest-growing continent. We design and develop solutions that empower our clients to digitally transform and thrive globally.
SovTech has now grown to more than 350 of the best software engineering experts, building world-class platforms for growing businesses across four cities on three continents. We are always actively searching for the continent's most talented and driven techies to join our growing team—those who benchmark themselves against the best on the planet and wake up hungry to master their craft and continue their advancement.


Overview

The Talent Success Advisor at SovTech is responsible for ensuring the growth, engagement, and development of our employees. This role focuses on managing performance evaluations, overseeing training and development programs, supporting career progression, and fostering a positive and productive work environment. Additionally, the Talent Success Advisor will conduct monthly 1:1 meetings and manage employee scheduling to projects. The Talent Success Advisor will work closely with managers and team leaders to identify and address development needs, ensuring that our talent is equipped to achieve their full potential.

Position Title: Talent Success Advisor
Seniority Level: Intermediate
Location: JHB/CT
Contract Type: Permanent
Years of Experience: 2 - 4 Years
Qualifications: Bachelor's degree in Human Resources & Registered Psychometrist
Work Model: Hybrid
Skills

Analytical Skills: Strong analytical skills to assess performance data, identify trends, and develop actionable insights for improvement.
Emotional Intelligence: High emotional intelligence to understand and manage employee emotions, fostering a positive and supportive work environment.
Problem-Solving: Excellent problem-solving skills to address and resolve employee performance and development issues.
Tech Savvy: Proficiency with HR software, talent management systems, and other digital tools used for performance management and employee development.
Time Management: Effective time management skills to handle multiple tasks and responsibilities efficiently.
Strategic Thinking: Ability to think strategically about talent management and align employee development initiatives with the company's goals and objectives.
Adaptability: Flexibility and adaptability to work in a fast-paced and ever-changing environment.
Cultural Awareness: Understanding of and sensitivity to cultural differences, fostering an inclusive and diverse work environment.



Responsibilities



Performance Management and Ratings: Conduct regular performance evaluations and provide constructive feedback. Develop and implement performance improvement plans for underperforming employees. Ensure performance evaluations are completed accurately and on time.
Training and Development: Identify training needs and develop training programs to address skill gaps. Coordinate and facilitate internal and external training sessions and workshops. Monitor the effectiveness of training programs and make improvements as necessary.
Career Progression: Support employees in their career development and progression within the company. Develop and maintain career path frameworks for various roles. Conduct regular career development meetings with employees.
Employee Engagement: Implement initiatives to enhance employee engagement and satisfaction. Conduct regular surveys and feedback sessions to gauge employee sentiment. Address employee concerns and work to resolve any issues impacting engagement.
Monthly 1:1 Meetings: Conduct monthly 1:1 meetings with employees to discuss performance, development, and any issues or concerns. Document and follow up on action items from 1:1 meetings to ensure continuous improvement.
Talent Retention: Develop and implement strategies to retain top talent within the organization. Analyze turnover data and develop action plans to improve retention rates. Recognize and reward high-performing employees.
Relationship Management: Build close relationships with the Talent Acquisition teams and stakeholders to ensure talent and succession planning is effective and in place.
Reporting: Creation and management of monthly people dashboards and data such as staff turnover, utilization, training hours per person, etc. Collaborate with Management to ensure best practices are in place at all times. Provide effective and efficient administration support to the group.
Employee Scheduling: Accurately schedule employees into projects based on their skills, availability, and project needs. Maintain up-to-date records of employee skills, certifications, and project assignments.

Requirements

Minimum of 2 years of experience in talent management/talent development, human resources, or a similar role.
Experience in the tech industry with an understanding of tech stacks and the software development lifecycle (SDLC).
Strong understanding of performance management, training, and development.
Excellent communication and interpersonal skills.
Ability to work collaboratively with managers and employees at all levels.
Proactive and strategic thinker with a passion for employee development.

Advantageous

Leadership and Coaching: Ability to lead and mentor employees, providing guidance and support to help them achieve their career goals.
Conflict Resolution: Proficiency in conflict resolution to address and resolve employee issues and concerns promptly and effectively.
Project Management: Strong project management skills to oversee training programs, performance evaluations, and other talent management initiatives.
Change Management: Experience in change management to help employees adapt to organizational changes and new processes.
Networking: Strong networking skills to build relationships with industry professionals and leverage external resources for employee development.
Customer Service Orientation: A customer service mindset to ensure that employee needs and concerns are addressed promptly and effectively.

Interview Process

Application and assessment submission
Introductory call
Hiring team interview
Background checks


Take Home Assessment Required for ApplicationInstructions: Please complete the following assessment and submit your responses within 72 hours. The assessment is designed to evaluate your understanding of performance management, training and development, employee engagement, and your ability to think strategically. Be thorough and concise in your responses.
Part 1: Performance Management Case Study
Scenario: You are the Talent Success Advisor at SovTech. You have noticed that one of your team members, Alex, has been underperforming for the past three months. Alex has missed several deadlines and their work quality has declined. You need to address this issue and create a performance improvement plan (PIP).
Task:

Outline a performance improvement plan for Alex. Include the following elements:

Specific performance issues and examples.
Measurable performance goals.
Support and resources to be provided.
Timeline for improvement.
Consequences if performance does not improve.



Part 2: Training and Development Program
Scenario: SovTech is planning to launch a new training program to enhance the leadership skills of its middle managers. As the Talent Success Advisor, you are responsible for designing this program.
Task:

Develop a high-level outline for the leadership training program. Include the following:

Key objectives of the training program.
Topics to be covered.
Training methods (e.g., workshops, e-learning, mentoring).
Evaluation methods to measure the effectiveness of the training.



Part 3: Employee Engagement Strategy
Scenario: Employee engagement scores at SovTech have declined over the past year. The executive team has tasked you with developing a strategy to improve employee engagement across the company.
Task:

Propose an employee engagement strategy. Include the following:

Key areas of focus (e.g., communication, recognition, work-life balance).
Specific initiatives or programs to be implemented.
Methods for measuring engagement and tracking progress.



Part 4: Scheduling and Project Allocation
Scenario: SovTech is experiencing rapid growth, and it is crucial to ensure that employees are accurately scheduled and allocated to projects based on their skills and availability. You need to create a plan to manage this process effectively.
Task:

Develop a process for scheduling and allocating employees to projects. Include the following:

Criteria for matching employees to projects.
Tools or systems you would use to manage scheduling.
Steps to ensure accurate and up-to-date records of employee skills and availability.



Submission: Please compile your responses into a single document (PDF or Word) and email it to ****** with the subject line "Talent Success Advisor Take-Home Assessment - (Your Name)".
This take-home assessment is designed to give us a comprehensive understanding of your abilities in performance management, training and development, employee engagement, and scheduling. We look forward to reviewing your submission. Thank you for your time and effort.

Why Join Us?

Exciting Projects: Work on diverse and challenging projects for leading clients across various industries, pushing the boundaries of web development.
Collaborative Environment: Be part of a team that encourages collaboration, knowledge-sharing, and continuous learning, fostering personal and professional growth.
Impactful Work: Your contributions will directly impact the success of our projects and clients, allowing you to make a tangible difference.
Professional Development: We provide opportunities for training and workshops to enhance your skills and keep you at the forefront of industry trends.
Competitive Compensation & Medical Aid Contribution: We offer a competitive salary package with additional benefits.
Hybrid & Flexibility: We're a hybrid company, and as such we need to have a set of how that works (as it can be very grey!). Fluid aims to encourage flexibility in where and how we work. In true SovTech words, 'We don't value how or where something is done, only that it is' #RESULTS


Learn more about SovTech:

Have a look through our Careers page & our values- The SovTech Spex.
Check out our latest Blog posts.
Dive into our Humans of SovTech Instagram page.

#J-18808-Ljbffr