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