Head of Talent Acquisition - CCCS at Old Mutual South Africa

Job Description

• Consider yourself a game-changer in the HC Talent Acquisition world of Business Transformation and Change. Working in partnership with the executive teams of a number of key Business Units in the Old mutual Capability Cluster, this role translates the OML Talent Acquisition Strategy and business strategies into Business Unit People Plans. Serves as a member of the Capability Cluster HC Leadership team, reporting into the Executive HC Business Partner. Part of the high-performing Old mutual HC team dedicated to being part of leading waves of change!
• This role is accountable for the translation of the Human Capital and business strategy into the Talent Attraction, Acquisition and Assessment strategy for the Capability Cluster. This role is accountable for leading the implementation of a Capability Cluster Talent Acquisition strategy to identify, source, assess, select, acquire and on-board suitable talent in order to meet business demand at each business unit of the workforce in line with business strategy, legislative requirements and transformation plans.
• Provides input into the overall Talent Management functional strategy. Responsible for the design and implementation of sourcing strategies and processes to ensure that the required talent is identified, assessed, selected, acquired and on-boarded to meet business demands.
• Ensures alignment between the OML Strategy, the HC Strategy and the Talent Acquisition and Assessment Strategy.
• Develop a Talent Acquisition and Assessment strategy, leading employer branding, talent attraction, and graduate recruitment, talent pipeline development, sourcing optimization, governance, analytics, workforce & demand planning, and candidate experience.
• Defines the CC employee value proposition and employer branding, leveraging alumni networks and direct sourcing channels.
• Responsible for the Induction and On-boarding framework, process and practice. Manages the e-Recruitment database, process and technology to ensure effective tracking of candidates.
• Enhancing the candidate experience throughout the TA lifecycle
• Actively driving the acquisition of young talent for our graduate recruitment programs.
• Budget control in line with the low cost future for CC.
• Leading the TA team to execute on the overall TA strategy and operations
• Leads the OML Talent Acquisition and Assessment function, building a capable and effective specialist team and manages resource allocation.
• Creates a comprehensive solution to ensure efficient and cost effective identification, selection and deployment of the right talent in the business.
• Provides thought leadership, researches and benchmarks best practices in Sourcing Talent.
• Monitors and measures the implementation and impact of recruitment and selection practices and governance across Old Mutual Limited Capability Cluster.
• Empowers and build HR capability to achieve Talent Acquisition outcomes
• Drive Workday process optimization and functionality configuration as well as Workday reporting
• Drives innovation and integration of Talent Acquisition and Assessment processes through technology.
• Ensures alignment and integration of Talent practices with other HC practices.
• Contributing to a culture of data driven talent decisions throughout the Talent Acquisition and Assessments spectrum, supporting OML objectives to attract and select high performing, value-aligned employees.

Requirements: Skills, Qualifications and Experience required

• Minimum Diploma/Degree (Commerce/HC/Organizational Psychology) and/or minimum 10 years’ talent acquisition experience, with 5-8+ years leading Talent Acquisition practices and teams within a fairly large business (5000 plus staff)
• Experience of Talent Assessments across corporate functions, covering a broad range of assessment products and service providers.
• A seasoned leader with a track record in successful implementation of large transformation projects/initiatives, particularly shaping Talent Acquisition and Assessment functions.
• Demonstrated experience in leading and developing high-performing specialist teams

KEY RESULT AREAS:

Business Transformation

• Ensures BU Business leaders are equipped to lead change.
• Supports efficient and effective BU transformation through the delivery of change.
• Manages the development of organizational effectiveness plans to address medium term business needs.
• Advises BU Exco teams on improving employee engagement at all levels and on building a high performance culture aligned to the overall Segment plans.

Strategy Implementation

• Defines and implements the People attraction and acquisition Plan for the Business Units in alignment with the Segment business strategy and Segment People Strategy.
• Leads the implementation of the Segment Talent and Leadership strategy and plan into the BU ensuring talent and leadership is effectively managed and grown, in accordance with the Segment and BU Employment Equity targets and plans.
• Provides input into the Segment People Strategy and contributes to HC synergies across OM. Customizes TA practices implemented in the Segment into the BU’s.

Stakeholder Management

• Partners with BU executive teams to advise on people challenges and on how to drive BU people performance.
• Advises on people priorities for the future, using insights from HR/TA Analytics and trends.
• Engages stakeholders at all levels (primarily internal) to ensure effective delivery of TA services to BU.
• Strong verbal and numeric skills.

Risk Management

• Ensures that BU HC has clean Audit, Risk and Compliance reports.
• Evaluates effectiveness of policies and practices and initiates corrective action where required.
• Identifies and implements preventative measures to mitigate HC risks.

Team Effectiveness

• Achieves and maintains empowerment and transformation objectives and targets.
• Drives a high performance culture of the HC team in the BU.
• Operationally manages the BU HR team and ensure disciplined execution of HR Services.
• Strong expense management and delivers an operationally efficient BUC function that improves cost.
• Experienced and highly analytical and results orientated

Core Competencies

• Strategic
• Collaboration
• Leading with Influence
• Customer First
• Execution and agility
• Innovation (Perspective)
• Personal Mastery (Learning)

Technical Competencies

• Driving Performance
• Build Leadership Brand
• Engage talent
• Meaningful analytics
• Planning for talent
• Source & acquire top talent
• Accelerating Change
• De-Risk People Practices
• Interpreting business context and co-creating strategic agenda
• Aligning culture, practices and behaviour
• Financial Literacy

Closing Date

27 April 2023