Talent Specialist - Johannesburg, Parktown at PPS

Job Advert Summary    

• As a Talent Specialist, this role will primarily manage, guide and support all talent management practices across the business. The role is in partnership with Human Resources Business Partners (HRBPs) and business leaders to deliver the full spectrum of Talent management practices as defined within PPS.
• The incumbent will be accountable for the full hiring, talent review and retention processes while working with the HRBPs.  Responsible for assessing talent needs across the business and recommending relevant strategies, processes, and systems to advance talent management within the organisation.

Minimum Requirements    
Education:

• Bachelor’s degree in business management, HR Commerce or industrial psychology.
• Organisational psychology/behaviour or similar will be an added advantage.
• Hons Degree preferred.
• Project Management qualification preferred.

Experience

• At least 5 years’ experience in Talent Acquisition, Candidate on-boarding and Talent management
• At least 2-3 years’ experience working in a recruitment agency.
• At least 2-3 years’ experience working with agencies and recruitment vendors.
• End to end experience in talent management including talent identification, talent reviews and talent pool management.
• Experience in managing Graduate Management and internship programs is preferred.
• Experience in managing Applicants Tracking Systems (e.g., Neptune, Cloud Recruit).
• Experience in utilizing Job Search Sites such as LinkedIn and PNet.
• Experience in proactively explore all channels and processes to build diverse pools of talent over and above the inhouse portals to identify and recruit talent (e.g., social media, career fairs, head hunting etc).

Technical Skills:

• HR generalist
• Employee selection procedures and techniques
• Benchmarking skills
• Talent scouting
• Broad talent management practices
• Knowledge of assessments

Knowledge and Skills:

• Advanced knowledge of labour laws especially Employment Act
• Knowledge of applicant tracking systems
• Have progressive experience in talent management
• A good understanding of the HR Policies, HR Services and procedures, and the HR governance framework

Competencies:

• Recruitment and talent sourcing approaches
• Negotiation
• Customer excellence – service delivery
• Digitally savvy
• Effective communication
• Stakeholder engagement
• Analytical and critical thinking

Duties and Responsibilities    
Talent Acquisition: 50%

• Contribute to the definition and design of innovative sourcing strategies that will enable the establishment of a diverse pool of talent to meet the evolving needs of the business.
• On a regular basis, proactively explore all channels and processes to build diverse pools of talent. Utilize agencies, and pipelines, e.g., graduates and learners, internal and external databases, and other data mining approaches to source candidates
• Implement creative direct to market talent capturing solutions for the Business, i.e., create and maintain a ‘potential candidate’ database, advertising on web-based job search sites, e.g., LinkedIn.
• Apply appropriate marketing approaches to attract talent for roles and Draft direct to market advertisements taking into consideration the recruitment criteria and the current business needs with regards to talent.
• Assess and shortlist candidates’ suitability for specific roles
• Manage post interview responses and feedback to candidate’s candidate management experience
• Manage the engagement between candidates, hiring managers, HR Business Partners (HRBP’s) from first point of contact until the on-boarding process through continuous feedback to business and candidates
• Provide advisory and support in psychometric assessments, and development resulting from actions plans.
• Oversight on on-boarding of new hires

Talent Projects (15%)

• Manage the end-to-end key talent projects such as the Internship and Graduate Talent programs aligned to the policy.
• End to End Management of agency and third-party suppliers.
• Lead the employer branding initiatives.

Reporting and Metrics: 15%

• Determine with the Head of Talent, what metrics are relevant and ensure that data is collected and captured to measure performance against metrics.
• Provide monthly Talent Analytics to enable evaluation of process and advice decision making.
• Manage and update Talent Scorecard and vacancy tracker for the business to enable monitoring of performance against sourcing plan.
• Support analysis of pertinent statistical data to identify trends and developments related to full spectrum of talent management and contribute to Group policies.

Talent Management 10%

• Support HR Business Partners with Talent reviews, Talent mapping and designing development interventions for top talent.
• Maintain and implement up-to-date talent practices, procedures, and guidelines pertaining to end-to-end talent management in PPS.
• Partner with Learning and HRBP’s to up skill people managers on end-to-end PPS talent management processes including hiring, Competency Based Interviews, Neptune system, process, tools and assessment methods, and exit processes.
• Maintain up-to-date top talent, critical skills, and succession data.
• Partner with Learning and HRBPs in the implementation of talent development and retention initiatives.

Talent Management Governance 10%

• Ensure that the application of the Talent Acquisition Policy, standards and process in the business.
• Review adverse risk assessments and provide recommendations to the Head of Leadership, Learning and Talent to approve or decline.
• Support and partner with the Head of ER & Risk to manage any emerging risks, controls and maintain acceptable levels.
• Educate hiring managers on the relevance and importance of risk assessments.