Organizational Development & Career Advisory Specialist II (954)

Arthur J. Gallagher · Cape Town

Overview

We are seeking a highly motivated Organizational Development & Career Advisory Specialist II to join our HR team. Reporting into the Organizational Development Manager, this role will focus on developing and executing talent management strategies to drive employee growth, engagement, and retention. You will work closely with leaders across the organization to ensure that talent acquisition, development, and performance initiatives align with our organizational goals, fostering a high-performance culture and building strong leadership pipelines.

Qualifications

Qualifications & Experience Required

Bachelor’s degree in Human Resources, Business Administration, or a related field or studying towards (Advantageous).
3-5 years of experience in talent management, employee development, or a related HR function.
Proven experience working with senior leadership and cross-functional teams on talent initiatives. Familiarity with performance management, succession planning, and employee engagement strategies.
Must be able and willing to work US hours

Responsibilities

Talent Acquisition Management & Recruitment:

Job Posting & Candidate Communication: Assist in drafting and posting job vacancies, ensuring clear communication with candidates throughout the hiring process.
Applicant Tracking & Documentation: Manage and maintain applicant tracking systems (ATS), ensuring candidate data is up to date and properly documented.
Interview Coordination: Schedule interviews, liaise between candidates and hiring managers, and ensure smooth logistics for all recruitment activities.
Onboarding Support: Coordinate the onboarding process for new hires, ensuring all paperwork, training, and integration processes are completed efficiently.
End-to-End Onboarding Coordination: Manage the entire onboarding process for new hires, ensuring a seamless transition from internal recruitment to their first day and beyond.
Pre-Onboarding Preparation: Ensure all necessary paperwork, accounts, and systems are set up for new hires before their start date, including contracts, benefits enrollment, and IT setup.
Orientation & Integration: Coordinate and facilitate orientation sessions, ensuring new employees are introduced to company culture, policies, and key stakeholders.
3 Month Support: Provide guidance and support to new hires during their first 3 months of integration & ensuring they are settling into their roles and understanding expectations.
Training and Development: Ensure that employees are enrolled in necessary training and development programs as part of their onboarding journey to support role readiness and skill development.
Probation Period Monitoring: Track the progress of employees during their probation period, coordinating regular check-ins with managers to assess performance and provide feedback.
Feedback Collection & Reporting: Collect feedback from new hires and managers regarding the onboarding experience and use this data to improve future onboarding processes.
Probation Review & Decision Support: Assist with the coordination and documentation of probation reviews, ensuring timely feedback and supporting decisions regarding the successful completion of the probation period.
Continuous Improvement: Review and suggest improvements to the onboarding process to ensure it remains efficient, engaging, and aligned with organizational goals and best practices.

Employee Development & Training:

Assist in the design and implementation of employee development programs, including onboarding, training, and continuous learning opportunities.
Monitor and evaluate the effectiveness of training programs, offering recommendations for improvement and tracking employee progress.

Performance Management:

Provide support in managing the performance management process, including goal-setting, performance reviews, and feedback mechanisms.
Assist managers in aligning individual and team performance with organizational objectives, ensuring continuous employee development.

Succession Planning & Leadership Development:

Partner with senior leaders to identify high-potential employees and support succession planning efforts.
Help implement leadership development programs that nurture and prepare future leaders within the organization.

Employee Engagement & Retention:

Contribute to the creation of employee engagement strategies aimed at improving satisfaction, morale, and retention.
Analyze employee feedback and retention trends to provide actionable insights and support talent retention initiatives.

Talent Management Reporting & Metrics:

Track and report on key talent management metrics, including training outcomes, performance results, and employee engagement and report on key performance metrics to support continuous improvement.
Provide regular updates to the Organizational Development Manager and leadership on the status and effectiveness of talent initiatives.
Support the internal recruitment process by managing candidate pipelines and ensuring a seamless hiring experience for both internal and external candidates.