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Industrial Psychologist Talent Management Specialist (Permanent) Cape TownHybrid
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Industrial Psychologist Talent Management Specialist (Permanent) Cape TownHybrid
Job summary
A reputable recruitment firm in South Africa is looking for a Senior Talent Management Specialist (Industrial Psychologist) to design and implement frameworks for strategic workforce planning and talent assessments. The ideal candidate will have 5-7 years of experience in HR Talent management, a Master’s degree in Industrial Psychology, and expertise in psychometric assessments. This full-time position offers the opportunity to lead talent initiatives that align with business priorities and enhance organizational effectiveness.
Qualifications
- 5-7 years relevant experience in HR Talent or Organisational Effectiveness.
- Minimum 3 years at a Specialist or Consultant level leading framework design.
- Experience with various assessment tools.
Responsibilities
- Design and implement strategic workforce planning frameworks.
- Lead development and governance of assessment practices.
- Implement succession planning processes and identify critical roles.
- Maintain and embed competency frameworks.
- Generate workforce insights to guide talent decisions.
Skills
Education
Tools
We are seeking a Senior Talent Management Specialist (Industrial Psychologist) to design, implement and maintain talent frameworks that support strategic workforce planning succession competency development and assessments. The role includes supervising the ethical use of assessments across the organisation and enabling data-driven talent decisions aligned with business priorities.
- Design and implement strategic workforce planning frameworks to analyze talent demand and supply forecasting current and future capability needs.
- Lead development and governance of behavioural and psychometric assessment practices as a Supervising Industrial/Organisational Psychologist.
- Implement and continuously improve succession planning processes identifying critical roles readiness levels and development actions.
- Develop, maintain and embed competency frameworks and skills ontologies to inform development plans and workforce readiness.
- Collaborate with HR line managers and learning teams to integrate tools and frameworks into daily operations.
- Generate workforce insights to guide talent decisions highlighting capability potential and risk.
- Masters degree in Industrial or Organisational Psychology (essential)
- Psychometric tool accreditation (desired)
- Coaching certification (desired)
- 5-7 years relevant experience in HR Talent or Organisational Effectiveness
- Minimum 3 years at a Specialist or Consultant level leading framework design
- Experience with various assessment tools
- Organisational development experience (desired)
- Strategic workforce planning and talent management methodologies
- Succession planning and competency framework development
- Organisational behaviour culture transformation and change leadership
- Psychometric and behavioural assessments performance management processes
- Skills gap analysis coaching mentoring and OD intervention design
- Data analytics HR reporting and stakeholder engagement
- Ethics in assessment and psychological practice
- Proficiency in MS Office suite
Key Skills
- General Insurance
- Corporate Sales
- Cost Estimation
- Benefits & Compensation
- Heavy Equipment
- AC Maintenance
Employment Type: Full Time
Vacancy: 1
iSanqa is your trusted Level 2 BEE recruitment partner dedicated to continuous improvement in delivering exceptional service. Specializing in seamless placements for permanent staff temporary resources and efficient contract management and billing facilitation iSanqa Resourcing is powered by a team of professionals with an outstanding track record. With over 100 years of combined experience we are committed to evolving our practices to ensure ongoing excellence.
* The salary benchmark is based on the target salaries of market leaders in their relevant sectors. It is intended to serve as a guide to help Premium Members assess open positions and to help in salary negotiations. The salary benchmark is not provided directly by the company, which could be significantly higher or lower.