Senior Talent Acquisition Specialist (Product Solutions) at Absa Group Limited (Absa)

About the Job

Job Summary

• To provide advice and support in practice formulation and associated best practice improvement tactics; enabling the provision of specialist human resources expertise.

Job Description

Key Accountabilities:

• Talent Acquisition and Selection: Define and ensure implementation of innovative sourcing strategies that will enable the establishment of a diverse pool of talent geared to meet the evolving needs of the Cluster Workforce Plan.
• Proactively explore all available channels and processes to build diverse pools of talent. Develop and drive a cost saving resourcing strategy for the Cluster and proactively explore solutions which will decrease the dependency on external resourcing partners by implementing creative direct to market talent capturing solutions; i.e. Headhunting, Talent Mapping, establishing candidate data base, advertising on web based job search sites, researching competitors, building industry networks, attending industry Specific events and fairs, partnering with Government Labour Agencies, tapping into Global networks etc.
• Manage the delivery of search strategies designed to recruit senior and niche candidates.
• Partner with Group Talent to deliver an increased capability for internal mobility by ensuring that internal Candidates are considered before moving to external sourcing solutions.
• Advise hiring managers on which candidates to progress to the next stage, ensuring the right recruitment decisions are made, challenging the business’ recommendations as required and work with Cluster head to compile high Remuneration package offers and buy-outs.
• Ensure timely on-boarding of all hires and adherence to on boarding policies and procedures.
• Identification of critical senior vacancies – build proactive pipelines and agree transformation plans with the Cluster seniors including targets and timelines.
• Drive the Group’s transformation agenda. Together with HR Head, identify key senior roles for succession planning in the portfolios | Stakeholder Management: Liaise with BU Stakeholders in order to gain a comprehensive view of their Core Business, Strategic Objectives Employee Value Proposition and Culture. This understanding and interaction will drive the Placement of the right candidate, with the right skill and the ability to thrive in the relevant environment.
• Build a Resourcing scorecard for the Business Unit by which these metrics can be presented and managed through discussions at the BUs Management Forums.
• Ensure effective interaction with, and responses to candidates, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required. Drive level of excellence within the Resourcing Team.
• Encourage frequent knowledge sharing between team members. Determine and analyse development needs for the team and ensure that identified training requirements are budgeted for and executed.
• Business Management: Drive Strategic Resourcing Agenda through managing relationships with stakeholders, extended HR Community and Resourcing teams.
• Based on gaps identified, motivate requests to the manager for additional resources including people, budget and equipment. Obtain a thorough understanding of the Cluster’s strategy and explain it to team members in such a way that they understand the contribution they have to make.
• Explain targets and take accountability for the monitoring and achievement of performance objectives in the department in terms of employee satisfaction, customer experience, cost performance, return on investments, risk, compliance and governance requirements.
• Conduct basic statistical analysis to track performance variances and determine the root causes of errors.
• Make recommendations for productivity or process enhancements to process owners. Implement productivity improvement measures by coaching staff on any new processes or on their areas for improvement.
• Populate balanced scorecards for the specific department on a monthly basis.
• Participate in the measurement and reporting of internal and external Service Level Agreements on a monthly basis.
• Address any process failures specific to the department under management

Qualifications:

• B Degree (Human Resources) or related field
• HR Certifications/memberships (an advantage)

Knowledge/Skills/Experience:

• 3-5 years relevant Talent Acquisition experience
• Solid knowledge and understanding of the Talent Acquisition value chain end to end
• Commercial mindset / commercial acumen
• Digitally savvy
• Effective communication
• Strong stakeholder engagement and management
• Corporate Talent Acquisition experience in financial services (preferred)

Education

• Bachelor`s Degrees and Advanced Diplomas: Human and Social Studies (Required)