Talent Acquisition Manager

Job Description

Resource Management

Time Split %: 60

Outputs:

• Liaise with business and unit heads, Functional Business Leads and Talent lead to create Talent/manpower plans that meet the current strategic focus of the business and ensure full delivery per agreed SLA.
• Senior stakeholder management and Line manager interface for specific hiring needs.
• Build relationships with and gain an understanding of what drives the business by engaging effectively with business stakeholders and People Partners (i.e. Reward, People Leads and Specialists, Candidates, internal clients and internal and external vendors/suppliers) to drive the Absa Human Capital Development experience.
• Be a trusted advisor and strategic partner by delivering the basics consistently well and adding value to the business through consistent process improvement.
• Challenge the thinking of the business when appropriate in terms of their talent strategy.
• Build relationships vertically and horizontally within and outside business and leverage same to build a strong pipeline of internal and external talent for the business.
• Partner with People Lead’s and Hiring Managers in the recruitment of Specialist positions.
• Provide insights into industry talent landscape to aid decision on talent for the business
• Lead and coordinate end to end recruitment services to the business and be accountable for proactively communicating and updating key stakeholders
• Report regularly to the country Talent Lead on key performance metrics.

Strategic Partnerships

Time split: 25%

Output:

• Liaise with Human Capital (HC) People Leads on talent requirements and support recruitment activity as required.
• Work together with HC Director, Head of HC Operations, People Leads, People Managers, Branch Managers and Business Support team to deliver on effective talent acquisition.
• Work closely with other Talent Acquisition Leads to share best practice and improve talent management effectiveness across the Region.
• Drive Strategic Talent Agenda through managing relationships with stakeholders and extended HC Community
• Create a strong partnership with external recruitment agencies and ensure delivery to predetermined standards.
• Ensure effective onboarding and colleague experience for all new joiners including Governance requirements.
• Lead the employer of choice agenda
• Provide support and counsel to line Management on the full range of HC and people issues, building their trust and confidence in the advice, judgment and assistance that can be provided.
• Liaise with People Leads to draft offers and enable negotiations with candidates in conjunction with Hiring line manager and People Leads.
• Ensure that all activities and duties are carried out in full compliance with regulatory requirements, Enterprise-Wide Risk Management Framework and internal Policies and Policy Standards.
• Identify areas for improved efficiency and cost reduction and drive continuous customer satisfaction improvement.
• Provide regular feedback to People Leads, HC Director and BU Leaders on the Talent acquisition scorecard. Agree service levels with business areas/People Leads and ensure that recruitment service provided to the business areas complies with internal operating levels between Business and Talent acquisition.

People Development 

Time split: 15%

Output:

• Pro-actively educate and train People Managers to ensure they are technically developed and coached in all aspects of resource acquisition and the appropriate implementation and usage of Competency-based Interviewing.
• Build effective relationships, influence, and motivate the Business Unit Heads and Line managers and managers to ensure their wholehearted commitment to effective resource management.

Commercial Awareness:
Economic, market and customer trends affecting the business
Banking, HC Strategy, Operating Structure/Interfaces, Product set

Building Relationships/ Leading And Developing Others:
Stakeholder/customer relationship management
Internal and external benchmarking practices
Influencing skills (coaching & facilitation)

Communication And Influencing:
Presentation skills and Negotiation
Leading and Developing others
Able to build trust, respect and openness and become a trusted adviser.

Transformational Change Management:
Project Management and Change practices
Planning and Organising

Technical Knowledge

Good understanding in the HC functional specialisms with an in-depth knowledge of at least one to think strategically and proactively around the specific needs of the customer base.

Essential

Knowledge of recruitment systems and capabilities to deliver the talent needs of internal customers.
Experience in Workforce planning and People management.
Ability to prepare management reports related to Talent acquisition
Proven experience in dealing with complex stakeholders at different levels.
Proven experience in managing Talent acquisition process within defined Service Level Agreements.
User knowledge of recruitment systems
Microsoft office suit

Education And Experience Required
Degree in Psychology, HR, Sociology or any relevant business-related degree
At least 2 -3yrs Resourcing experience within a corporate organization.
Service industry experience

Preferred

Some knowledge of audit process.
Professional qualification in Human Resources Management.
Experience in development and implementation of Talent Strategies.
Knowledge of banking industry and Candidate Sourcing strategies for talent within the industry.

Education

Higher Diplomas: Human and Social Studies (Required)