Job Title Talent Acquisition Specialist,Century City
Functional Area Human Resources
Reporting To Head of Human Resources
Position Summary
Design, collaborate and implement talent management and talent acquisition projects associated with attracting, identifying, developing, and retaining a diverse workforce, dedicated to helping them grow and succeed with the organisation
Provide input to ensure that teams consist of diverse, qualified individuals, ensuring that staffing needs are being met with a long-term strategy in mind, relating to the full talent life cycle, including but not limited to performance management, employee relations, change management, learning and development, and recruitment.
Key Functional Areas
1. Talent Acquisition
2. Talent Development
3. Employment Branding
4. Learning and Development
5. Employment Equity
6. People Management
1. Talent Acquisition Act as a talent advisor with key stakeholders to identify innovative recruitment strategies.
Create and implement end-to-end hiring processes to ensure a positive experience for candidates
Form close relationships with hiring managers to ensure clear expectations for candidates and interviewers
Manage day-to-day implementation recruitment process, from conceptualization through to the completion of the offer of employment
Oversee the creation and management of requisitions, including sourcing, screening, and interviewing qualified candidates.
Implement recruitment best practices, ensuring that attracts the best-qualified candidates and keeps in line with industry trends.
Conduct company needs analysis to identify scarce and critical skills required
Create job descriptions and interview questions that reflect the requirements for each position
Source applicants through online channels, and other professional networks, including referrals, passive recruiting, job boards, campus events, Internet mining, and networking events.
Check candidates’ references and credentials, verifying experience and backgrounds
Screen and vet candidates to include salary negotiations serving as subject matter expert and point of contact.
Oversee the onboarding process to ensure new hires are integrated smoothly and effectively into the organisation
Identify and implement improvements to the recruitment process.
Build and maintain talent pipelines specific to the forward market and organizational goals.
Partner with organisations such as universities, professional bodies and industry groups to access a broader talent pool
Stay updated on industry trends and best practices in all aspects of talent acquisition
Maintain records of all materials used for recruitment, including interview notes and related paperwork, to share with key stakeholders
2. Talent Development Develop unique training programs to fulfil employees specific needs to maintain or improve job skills
Create, organise, plan, and present various forms of skills development for employees
Assess training and development needs through surveys, interviews, and communication with managers
Develop collaborative employee development partnership with department leadership and HR support teams
Conduct regular analysis of the organization’s staffing needs, and feedback received from employee off-boarding, in relation to its strategic objectives
Use data to identify external training opportunities and/or develop and conduct presentations and training to improve skills, create competencies, and build knowledge of the staff
Provide ongoing program reviews and update existing tools and resources to remain current
Maintain accurate and up-to-date career development records and reports.
3. Employment Branding Develop and implement employment branding strategies that enhance the company reputation as an employer of choice
Devise and implement sourcing strategies to build pipelines for potential applicants
Build a strong employer brand by promoting the Company value proposition to potential candidates and by showcasing the company culture, values, and benefits
Reinforce the company brand through creating and implementing the end-to-end hiring process to ensure a positive employment experience for candidates
Seek opportunities to participate in job fairs, recruitment events, facilities management networking events, etc
4. Learning and Development Manage and administrate learnerships, mentorship or any other formal training deemed necessary for the development of the Company L&D strategy
Collaborate with Training Authorities/ Skills Development Functions and Services. Industry Bodies and external Service Providers to ensure that learnership programmes are managed efficiently
Manage and monitor that Learnerships are effectively implemented, and the learner competency and retention rate is high
Manage and oversee learnership induction training
Align learning and development with the Employment Equity and Workplace Skill Plan goals targets
Integrate Skills Development strategy with the National Skills Act and SETA scarce skills needs
Ensure training needs identified by EE Committee are addressed and implement in consultation and in line with L&D strategy.
Provide relevant Learning and Development input for Company BBBEE statistics.
Analyse, prepare and present reports as required for the Business Leadership, outlining objectives and accomplishment of outcomes. And recommend best practices
Submit Workplace Skills Plans (WSP) and Annual Training Reports to SETA as required
Conduct follow-up studies of completed training to evaluate and measure results
5.Employment Equity Monitor recruitment, promotion, learning and development processes in terms of achieving Employment Equity objectives
Partner with line management to ensure company EE plan is consistently practised, supported and adopted in line with management principals, policies, processes and procedures
Support EE committee with all employment equity recruitment and training interventions
Report to relevant Management on the status of employment equity and highlight discrepancies, concerns and opportunities to overcome barriers for achievement
6. People Management
Upskill and coach hiring managers across busines units on interview skills, job profile design, hiring practices and talent management
Coach and support leadership in methods to determine training needs, personal development plans, assessment methods and measurement systems
Conduct regular meetings with management leaders to ensure compliance to career development plans
Consult with and manage external recruitment agencies and ensure SLA’s are in place with the company
Ensure teams are kept up to date of company recruitment initiatives, changes, and any new policies etc
Oversee, coach and manage the talent acquisition team in the full process of recruitment, from conceptualization through to the completion of the offer of employment
Ensure staff adherence and full compliance to all the company Human Resource and Labour Relations recruitment and talent management policies in line with legislation and codes of good practice
QUALIFICATION AND EXPERIENCE REQUIREMENTS
Qualification Requirements and work related experience Grade 12
Bachelor’s degree (or equivalent) in human resources management or similar field
At least 4 years of experience in a talent acquisition or similar role Experience in full-cycle recruiting, using various interview techniques and evaluation methods
Experience in using LinkedIn Talent Solutions to proactively source candidates
Professional Registration Body Professional credential, such as HR Certification Institute
Minimum Knowledge Requirements Proficiency with social media, CV databases, and professional networks
Knowledge of applicant tracking systems
Proficiency in documenting processes and keeping up with industry trends
Strong knowledge of appropriate Acts (LRA, BCEA, EEA)
Key Competency Requirements
(includes competencies obtained through internal learning and development)
Functional Competencies Leading and Supervising:
Provides others with a clear direction on best hiring practices; motivates and empowers hiring managers; recruits staff of a high calibre; provides staff with development opportunities and coaching; sets appropriate standards of behaviour.
Oral Communication:
The ability to express oneself clearly in interviews, conversations and interactions with others.
Interpersonal Awareness:
The ability to notice, interpret, and anticipate others' concerns and feelings, and to communicate this awareness empathetically to others.
Formulating Strategies and Concepts
Works strategically to realize the company’s learning and development goals; sets and develops strategies; identifies and develops positive and compelling visions of the organization’s future potential; takes account of a wide range of issues across, and related to the company
Entrepreneurial Orientation: Branding
The ability to look for and seize profitable Talent Acquisition opportunities; willingness to take calculated risks to achieve business goals.
Thoroughness:
Ensuring that one's own and others' work and information are complete and accurate; carefully preparing development programmes; following up with others to ensure that agreements and commitments have been fulfilled
Diagnostic Information Gathering:
The ability to identify the information needed to clarify a situation, seek that information from appropriate sources, and use skilful questioning to draw out the information
Applying Technical Expertise
Applies specialist employee acquisition and talent management expertise; develops job knowledge expertise (theoretical and practical) through continual professional development; demonstrates an understanding of different divisional departments, job functions and skill requirements
JOB REQUIREMENTS
Vehicle
Drivers Licence
Relocation costs are not paid
Please consider your application unsuccessful if you do not hear from us in 14 days
