Specialist Recruiter: Cluster

Talent Acquisition Product & Service Delivery (Cluster)

Service & Candidate Experience Delivery

• Provide end-to-end specialist talent acquisition and onboarding services for an allocated client segment, using business strategy, workforce plans and talent insights to plan for current and future hiring needs.


• Own vacancies across the supported business area, build talent pipelines ahead of demand, and deliver against quality of hire, time to hire, talent availability and cost of hire.


• Develop and execute talent acquisition strategies, sourcing plans and project activities aligned to business needs, role requirements, DE&I priorities, urgency, skill scarcity and available channels.


• Partner with line managers before, during and after vacancy approval by providing advisory, coaching, tools and guidance to support effective attraction and acquisition decisions.


• Use talent intelligence, market insight and proactive engagement to identify, attract and build relationships with active and passive candidates and targeted talent pools.


• Promote the organisation, employer brand, employee value proposition, business area and role while understanding candidate attraction drivers and feeding insights into broader talent strategies.


• Oversee assessment, screening, selection and calibration approaches to ensure a consistent, fair and business-aligned candidate experience across interviews, assessments, PIMS, screening and communication.


• Engage stakeholders across the talent value chain, including reward, shared services, finance, risk, people and governance, to support compliant and effective offer management.


• Manage offer interaction and onboarding activities, including document management, welcome processes and day 1, 30, 60, 90 and year-one touchpoints.


• Use onboarding feedback and hiring insights to improve the talent acquisition process for stakeholders.

• Stay informed on business, market, future skills and talent acquisition trends to innovate and ensure talent is available at the right time, cost and skill level.

Stakeholder Relationship Management

• Build sustainable relationships with suppliers, business leaders, line managers and HR partners by providing talent solutions and market intelligence.


• Collaborate with Talent Attraction & Acquisition peers, HR and business stakeholders to share best practice, understand priorities and support key projects and initiatives.


• Work with the business and HR to co-create demand and workforce plans, supported by relevant labour market insight.


• Engage internal partners such as Talent Management, Reward, Diversity, Equity and Inclusion and HR Partners to improve processes and deliver outcomes.

Talent Attraction Technologies, Data, Insights & Reporting

• Maintain accurate talent acquisition data and insights through effective use of relevant technologies and tools.


• Use data and insights to improve the hiring process, inform future strategies and support quality hiring outcomes.


• Provide regular dashboards and reporting on measures such as time to hire, quality of hire and diversity to support decision-making and value-chain accountability.


• Gather, document and share competitive intelligence, talent traffic and candidate behaviour trends identified during the hiring process.

Delivery Management

• Work as part of agile delivery execution teams to deliver priority talent acquisition and integrated talent projects.


• Lead talent acquisition delivery through effective routines, data management, tracking and process management.


• Provide subject matter expertise across attraction, assessment, selection, onboarding and retention of critical talent.


• Participate in agile working practices within assigned delivery teams, including retrospectives and PI planning.


• Deliver work on time, to quality and within budget.

Finance, Risk & Governance

• Demonstrate the business and commercial impact of talent acquisition capability within the cluster, function or area and improve it over time.


• Ensure talent attraction and acquisition activities comply with relevant legislation and regulations, including LRA, BCEA, EEA and POPIA.


• Apply hiring practices in line with Group policy and governance frameworks, including recruitment, assessment, reward governance and employee referral policies.


• Contribute to enterprise talent acquisition strategy, policy, processes and practices, and ensure effective implementation in the responsible cluster, function or area.

People

• Drive continuous improvement and change across service delivery.


• Coach, mentor and guide line managers, peers, vendors and colleagues in talent acquisition and assessment service delivery.


• Contribute to the design and development of talent acquisition products, services, processes, policies and procedures that support exceptional candidate experience and employer-of-choice outcomes.