Job Purpose

• Manage and co-ordinate the end to end Recruitment and Staffing services and related activities across various business units across the TIH group.  Lead a team of Talent Advisors in specialised segments.

Responsibilities

Strategic Workforce Planning

• Develop key strategic insights based on external and internal information sources, and develop and analyse complex resourcing scenarios to enable the development of the strategic workforce plan. Use business acumen, recruitment expertise and strategic planning skills to participate in the development of business areas, talent plans and programs in a strategic partner capacity. Provide input on the impact on attraction, selection and onboarding. Support the Head of Talent Acquisition to ensure the TIH group-wide strategy is implemented. Manage all operational activites effectively.

Future Talent Recruitment

• Create multichannel future talent recruitment campaigns to attract large numbers of high-quality candidates. Develop messaging that is tuned to values and aspirations of graduates/school leavers and is consistent with the employer brand and value proposition. Identify relevant career fairs and cost-efficient media, social media, or other channels.

Transformational Change Management

• Manage projects or substantial work-streams within a transformational change program, ensuring integration with related projects. Use structured change management methodologies to build acceptance of change and embed desired culture and behaviors. Use project management skills to ensure the development, deployment and implementation of projects related to the organisations talent acquisition strategy.

Organisational Design

• Provide specialist insights within a multidisciplinary team to evaluate the current state organisation. Develop and evaluate future state organisational design propositions, and clarify the costs and business benefits of change. Assist to plan, develop, implement and evaluate the organisations talent management function. Provide technical advice and knowledge to others within the recruitment and talent discipline.

HR Data Analytics and Insights

• Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance. Share operational analytics and performance metrics on a regular basis to the Human Resource Business Partners and internal business leaders. Partner with the talent analytics team to create reports and share meaningful findings.

Leadership and Direction

• Communicate the actions needed to implement the function’s strategy and business plan within the team. Explain the relationship to the broader organisation’s mission, vision and values. Motivate people to commit to these and to achieve the business goals. Operational management of a team to create and ensure execution of plans and reports the team activities to the required forums.

Performance Management

• Manage and report on team performance. Set appropriate performance objectives for direct reports or team members and hold them accountable for achieving these. Take appropriate corrective action where necessary to ensure the achievement of team / personal objectives. Ensure all direct reports are engaged and take responsibility for their development and training. Ensure their team is rewarded and remunerated according to performance.

Stakeholder Engagement

• Develop stakeholder engagement through identifying stakeholders, finding out their needs/issues/concerns and reacting to these to support the communication of business information and decisions. Interface and maintain effective working relationships with all stakeholders .

Organisational Capability Building

• Use the organisation’s formal development framework to identify the team’s individual development needs. Plan and implement actions to build their capabilities. Provide training or coaching to others throughout the organisation in own area of expertise to enable others to improve performance and fulfill personal potential. Provides leadership and consult to support Business Unit leadership / management on matters of talent attraction, recruitment policy, and strategic implementation in support of achieving corporate objectives and business growth.

Education

• Grade 12/ SAQA Accredited Equivalent (Essential); Relevant Business related degree / diploma (Advantageous)

Experience

• 5 – 8 years proven experience within leading end to end recruitment, onboarding processes in a medium to large size organisation in a Talent Acquisition Specialist or HRBP role (Essential);
• 2 years + insurance/financial services industry experience (Advantageous). 2-3 years Experience of supervising and directing  people and other resources to achieve specific end results within limited time-frames (Essential)