Description

• Use proactive talent acquisition strategies to attract talent and thus contribute to the pool for future talent and manage it efficiently;
• Build the company’s professional network through networking, relationships with HR professionals, and various suppliers;
• Recommend ways to improve the employer brand;
• Conduct the end-to-end recruitment process for assigned positions;
• Conduct interviews with job applicants and create a shortlist of suitable candidates;
• Develop interview questions aligned to the specific requirements of each role;
• Keep track and regularly report on the recruiting metrics;
• Investigate, consider, and implement new sourcing methods;
• Research and select the most effective job advertising channels to support recruitment needs;
• Ensure accurate and up to date information is submitted to Payroll in a timely manner;
• Ensure that all recruitment material (interview notes and related paperwork) is filed and stored appropriately;
• Use data analytics to stay on top of current vacancies and potential openings in order to minimize the costs of an unfilled position;
• Report to management and provide decision support through talent acquisition and HR metrics;
• Maintain up-to-date records of all employees recruited by the business to track the success rate of recruitment advertisements or monitoring staffing levels across different departments;
• Oversee the management, coordination, and allocation of Roaming Administrators to departments requiring short-term operational support, ensuring optimal utilisation, clear accountability, and alignment with business priorities;
• Drive the effective management and adherence of the requisition workflow process;
• Ensure the Application Tracking System is accurately maintained and effectively utilised by the Talent Acquisition team;
• Manage various job portals;
• Accountable for budgeting related to the Talent Acquisition function, including cost control and forecasting;
• Review and approve invoices for submission to Finance for payment processing;
• Oversee the Talent Acquisition team and report on the team’s performance;
• Provide overall guidance to the team;
• Set team goals in order to meet the overall business needs;
• Motivate, organise and encourage teamwork within the team to ensure productivity;
• Stay up to date on labour legislation and actively drive awareness within the team to ensure alignment with the latest regulatory changes;
• Conduct benchmarking and reviews ensuring the implementation of best practice on talent acquisition and related processes;
• Research and benchmark market related salaries for vacancies across the business;
• Liaise with management to anticipate and plan for future recruitment needs;
• Advise hiring managers on interviewing techniques;
• Stay up to date with labour legislation and drive awareness among line managers regarding regulatory changes;
• Manage service-level agreements with the supplier;
• Work closely with the hiring managers, recruitment team, payroll and overall HR team to manage sourcing, interviewing, and any related employment processes;
• Liaise with hiring managers and recruiters to discuss the progress of current recruitment activities;
• Keep up to date with staffing needs in line with organisational goals and/or business plans;
• Act as the custodian for the Recruitment Policy and related practices;
• Drive recruitment processes, practices, and techniques;
• Evaluate current recruiting procedures to determine whether they can be modified for increased efficiency and effectiveness;
• Ensure that all recruitment activities comply with employment laws and regulations, maintaining proper documentation and records (interview notes and related paperwork).

Requirements

• Grade 12 or Equivalent (Essential);
• Relevant Degree in Human Resources or related field (Essential);
• 10 years’ relevant experience in a mid-sized organisation, of which, at least 3 years must have been in a Managerial role (Essential);
• Proven experience working as a Recruitment/Talent Acquisition Manager (Essential);
• Experience working on various Career portals such as Pnet, LinkedIn etc (Essential);
• Experience working with an Applicant Tracking System (ATS) (Essential);
• Experience working with Human Resource Information systems such as Sage and SageX3 (Advantageous);
• Knowledge and understanding of Human Resources;
• Management practices and procedures and relevant legislation (BCEA, EEA, SDA, Codes of Good Practices);
• Sound knowledge of Labor legislation and HR practices;
• Proficient in all Microsoft Office applications as well as recruitment software;
• Excel is essential.