HiPo & Leadership Development Analyst

Role Purpose

To assist with design, execution, and evaluation of leadership development programs, competency evaluation, fulfillment of skill gaps, and administration of SANS' talent planning & development programs.

Key Accountability Areas

Key Activities

Competency Administration

• Measure up to date SANS competency evaluation exercise comparing the current with targeted competency levels.
• Coordinates with the Organization Agility & Rewards team in order to ensure that SANS' competencies levelling are updated to accurately assess the actual vs. the targeted competency

Assessment Administration

• Administers competency-based assessments throughout SANS and follows-up with relevant directorates to ensure buy-in and timely completion
• Consolidates assessment results and delivers summarized reports to line managers and Talent Planning and Development Section Head
• Coordinates with assessment providers to deliver assessments in a timely manner and generate reports accordingly to SANS data requirements

Leadership Development

• Enrolls SANS' employees in relevant leadership development programs based on the available career tracks
• Monitors participation rates in leadership development programs and reports data to Talent Planning and Development Section Head
• Delivers awareness presentations to SANS' employees to introduce leadership development programs and increase engagement levels
• Prepares regular reports to monitor and control SANS' talent planning and development operations

Succession Planning

• Coordinates with line managers to identify potential successors for enrolment in the succession planning program
• Ensures that nominated successors meet the minimum requirements of the succession planning program before enrollment.

Data Analysis

• Clean and process raw data to ensure accuracy, consistency, and completeness for analysis.
• Collecting and analyzing data to measure the effectiveness of leadership development initiatives, including participant feedback, performance metrics, and business outcomes.

High Potential

• Map High Potential talent to critical roles in succession plans and identify readiness gaps.
• Track progress of High Potentials toward leadership readiness and update succession pipelines.

Policies, Processes and Procedures

• Conduct day-to-day activities while ensuring compliance to policies and procedures
• Contribute to the identification of opportunities for continuous improvement of systems, processes taking into account leading practices, changes in the business environment, cost reduction, and productivity improvement

Knowledge and Experience

• No prior or minimum years of experience in Talent Management or related field is required.

Education and Certifications

• A bachelor’s degree in Human Resources, Business Administration or equivalent is required