Lead Talent Acquisition - Corporate Functions at Standard Bank Group

Job Details

• Our talent philosophy has been radically enhanced to ensure that it remains future-fit, supports the Bank’s strategic aspirations & responds to commercial challenges. It also helps us deliver on our universal priority to enable our people to grow and thrive by offering meaningful learning and career experiences. 
• In our talent philosophy, we are committed to creating an environment which enables all our people at all levels become the best version of themselves. At the same time, we recognise that there are critical skills, capabilities and ways of operating that will best service the Group into the future. 
• The Talent Acquisition division requires people who will be able to view the current picture through the lens of what is to come and convert this vision in to ensuring a globally competitive advantage in the field of talent

Job Purpose

• To anticipate capability and talent requirements and to drive the delivery of the Group Talent Acquisition strategy across all Corporate Functions at Group, Business Line and Country level. To transform talent acquisition across all Corporate Functions to meet the dynamic resourcing requirements of the organisation.

Key Responsibilities/Accountabilities

Data

• Identify strategic challenges faced by the business by engaging in people analytics practices using human capital data, and addressing pain-points by strategizing and developing novel solutions.
• Gather specialist insight from the analysis of global labour market data, trends, and industry leading practices. Extrapolate findings and forecast future talent requirements and identify frameworks to support and sustain resourcing aligned to the Fourth Industrial Revolution and changing ways of work.
• Drive strict adherence to data privacy throughout the resourcing lifecycle, ensuring that identified risks are appropriately addressed and that the required measures to protect personal information are taken.

Financial Management

• Provide overall leadership and accountability for the business area's budget in relation to resourcing spend, and exercise oversight on prudent financial practices.
• Adhere to, and enhance and/or add to Group minimum standards for vendor selection and select the most appropriate vendor with the required expertise to guarantee quality work output.

Risk, Regulatory, Prudential & Compliance

• Gain a deep understanding of in-country regulations, critical elements and prescriptions relating to talent acquisition. Drive strict adherence to legislation per country of operation that guides talent acquisition and management.

Strategy

• Leverage Group Human Capital strategy and align the resourcing strategy to the Corporate Functions' overarching Human Capital business partnering plan.
• Consider job architecture principles in the development of the resourcing and talent strategy, by using thought leadership to construct ways in which the mobility of talent may be fully recognised across the organisation, regardless of Business Line, Corporate Function or Country.
• Ideate and construct the organisation's resourcing strategy in line with the Corporate Function's strategy, as well as the organisation's People Promise, ensuring its applicability to each Corporate Function domain at Group, Business Line and Country in which the strategy will be executed.

Organisation Design

• Develop an integrated resourcing capability for the organisation so that the visibility of the pool of candidates is enhanced, allowing for a single view of a candidate to be established, and ensuring that a candidate's talent profile is accessible to all Corporate Functions, Business Lines and Countries, thereby actively driving internal mobility.
• Focus on strategies to meet the anticipated resourcing needs of the organisation, without reliance on precedent, by gauging the impact of the ever-changing world of work and future dynamics of the labour market on the organisation, and identify innovative solutions to drive the future-fit resourcing imperative.
• Strengthen the capability/domain by underpinning it in employee centricity and the People Promise (Employee Value Proposition), thereby establishing a set of standards against which the execution of such resourcing may be measured.
• Provide end-to-end talent acquisition expertise for South Africa in addition to supporting resourcing in Africa Regions and International to ensure domain/capability consistency across the regions.

Technology & Architecture

• Ensure current resourcing systems and technologies are leveraged and utilised, motivate for system advancements/enhancements to be made, or investment into complimentary systems to be made in order to achieve strategic objectives and anticipated talent/capability needs.
• Stay abreast of the ever-changing technological landscape of the Bank that is used to deliver on the full employee experience.

People

• Lead the team using deep specialist knowledge, insights, and technical guidance, delivering helpful mentorship and coaching and enhancing team capabilities.
• Develop and manage relationships with key internal and external stakeholders relevant to the business so that pertinent business networks and connections may be relied upon.
• Identify primary and secondary stakeholders critical to the success of resourcing operations so that engagement plans may be customised accordingly. Strategically source and manage competent partners, where appropriate, so that the demands of the business are catered for.
• Lead the team according to the Bank's leadership principles and values, throughout the employee lifecycle including performance management, training and development, retention, and reward and people administration, to ensure a high performance culture.
• Educate key stakeholders on the importance of establishing an integrated, pro-active resourcing methodology for the organisation, and the necessity of planning for and implementing innovative resourcing frameworks to meet current and future business needs.

Preferred Qualification and Experience

Minimum Qualifications:

• Degree: Business Commerce

Preferred Qualifications:

Post Grad Diploma: Human Resources

Experience Required:

• Human Capital Resourcing:
• More than 10 Years - Leading a Talent Acquisition function for an organisation operating in multiple jurisdictions and having a regional and/or global mandate.

Knowledge/Technical Skills/Expertise

Talent Management

• Knowledge and practical skills in the identification of talented individuals, assessment of potential, creation of development plans and developing retention and engagement activities for these individuals.
• Proficiency Level 3 SEASONED - Applies concepts without requiring supervision, able to provide technical guidance when required

People Strategy Development

• The ability to translate organisational goals into strategic people plans.
• Proficiency Level 4 ADVANCED - Mastered the concept, able to act independently, provides guidance and training to others

Recruitment

• Ability to apply processes and practices related to attracting, identifying and selecting candidates into positions that are vacant.
• Proficiency Level 5 EXPERT - Provides leadership in this field both within the organisation and in the larger industry

Human Resource Consulting

• The ability to engage with leadership, managers and employees using a consultative and engaging approach while balancing the needs of the employee with that of the employer.
• Proficiency Level 5 EXPERT - Provides leadership in this field both within the organisation and in the larger industry

Business Acumen (HR)

• The ability to analyse business financial performance as well as competitor and external factors as it would apply to the people practices in the organisation. The ability to analyse business specific language as well as business processes in order to support them effectively.
• Proficiency Level 3 SEASONED - Applies concepts without requiring supervision, able to provide technical guidance when required

Change Management (HR)

• The ability to ensure that isolated and independent organisational change actions are integrated and sustained through a disciplined change process. Ability to apply change management principles and techniques for planning and implementing change in an organisation.
• Proficiency Level 4 ADVANCED - Mastered the concept, able to act independently, provides guidance and training to others