Main job function 

To design, maintain and implement talent frameworks focused on strategic workforce planning, succession, competency and skills development, and assessments. As the appointed Supervising Industrial Psychologist, the role ensures governance and ethical application of assessments across the division. This role plays a key part in aligning future workforce capability to divisional and organisational priorities by enabling data-driven, fit-for-purpose talent decisions.

KEY RESPONSIBILITY AREAS

Design and implement divisional strategic workforce planning (SWP) frameworks. Analyse talent demand vs. supply and support capability forecasting to meet current and future business needs. Lead the development and governance of behavioural and psychometric assessment practices across the division. Act as the Supervising Industrial/Organisational Psychologist for the organisation. Lead the implementation and continuous improvement of a structured and robust succession planning process across the division that identifies critical roles, readiness levels, and development actions Develop, update, and embed competency frameworks and skills ontology to inform development plans, role design, and workforce readiness Collaborate with HR community, line managers, learning and development and Centre of Excellence Leads to embed tools and frameworks into day-to-day practices Generate insights on workforce capabilities, potential, and risks to inform divisional talent decisions

ESSENTIAL EDUCATION

Master’s degree in industrial / Organisational Psychology

DESIRED EDUCATION

Accreditation in various psychometric tool Coaching certification

ESSENTIAL MINIMUM EXPERIENCE

Minimum 5 – 7 years’ relevant experience in HR, Talent or Organisational Effectiveness with​​​​ at least 3years at a Specialist or Consultant level leading design frameworks. Experience working with various assessment tools

DESIRED EXPERIENCE

Experience in organisational development

REQUIRED JOB SKILLS AND KNOWLEDGE

Strategic Workforce Planning Talent management methodologies and practices Succession Planning Development and maintenance of Competency Frameworks Organisational behaviour and development Organisational culture transformation Change leadership and change management Psychometric and Behavioural Assessments Performance management process design, implementation and management Skills Gap Analysis Coaching and Mentoring OD intervention design and implementation  Data Analytics in HR & Reporting Stakeholder Engagement and Collaboration Ethics in Assessment and Psychological Practice Research skills Computer skills – MS Office suite

 A Consultant will be in touch if you are shortlisted for the position. Please consider your application unsuccessful should you not have been contacted within 2 weeks. We will keep your CV on our database and contact you should you match the criteria of any other vacancies.