Lead: Talent Acquisition & Mobility (Corporate Functions & Technology) - Sandton at Absa Group Limited (Absa)

Key Accountabilities:

Stakeholder Management:

• Build relationships with and gain an understanding of what drives the business by engaging effectively with business stakeholders and internal business partners (i.e. Reward, HC, Candidates, internal clients and internal and external vendors/suppliers) to drive the ABSA Human Capital experience.
• Be a trusted advisor and strategic partner by delivering the basics consistently well and adding value to the business
• Challenge the thinking of the business when appropriate in terms of their Talent Acquisition & Mobility strategy. Build relationships vertically and horizontally in Talent Acquisition.
• Effectively manage and engage external PSL and recruitment agencies Manage agency and third party spend Manage channel usage, targets and agency utilisation
• Partner with HRBP’s and Hiring Managers in the recruitment of Specialist positions
• Lead and coordinate end to end Talent Acquisition & Mobility services to the business and be accountable for proactively communicating and updating key stakeholders
• Agree service levels with business areas/HC Leads/HRBP’s and ensure that Talent Acquisition & Mobility service provided to the business areas complies with internal operating levels between Business and Resourcing.
• Liaise with BU Stakeholders across ABSA Africa in order to gain a comprehensive view of their core business, strategic objectives, employee value proposition and culture and using this understanding and interaction to drive the placement of the right candidate with the right skill and ability to thrive in the relevant environment
• Provide regular feedback to cluster Resourcing Head, Cluster HC Heads and BU Leaders on the TA scorecard.
• Drive Excellence within the Talent Acquisition & Mobility Team

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 across Africa.
• 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 Management to deliver an increased capability for internal mobility by ensuring that internal candidates are considered before moving to external sourcing solutions.
• Engage in recruitment for senior level positions for the relevant Cluster’s and participate in interviews on request for key roles
• Ensure that the recruitment and selection of senior leaders takes place according to policy and governance and assess candidates to ensure cultural fit for the Group, values alignment, long term potential, and technical fit for roles, setting realistic role expectations before presenting candidates to Business.
• 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
• Work with Cluster Head to compile high reward package offers and buy-outs assisting in the negotiation process.
• Ensure timely on-boarding of senior hires and adherence to onboarding policies and procedures Identification of critical senior vacancies – build proactive pipelines and agree transformation plans with the Cluster seniors including targets and timelines.
• Scan the external market to understand future challenges and ensure that the team is resourced to deal with multiple and often contradicting scenarios across the African Continent.
• Drive the Group’s transformation agenda Together with HC Heads, identify key senior roles for succession planning in the portfolios

Delivery: 

• Bring the best talent, at the right time, at the right cost, at the right place and gain our unfair share of the talent market.
• Develop a cost-effective Talent Acquisition & Mobility strategy
• Deliver on the basics consistently by overcoming challenges.
• Meet and exceed clients resourcing expectations Providing reporting in terms of Management Information to the resourcing team and to internal clients.
• Ensure the Talent Acquisition & Mobility team provides quality and timely MI via the recruitment system, agree the overall metrics for Talent Acquisition & Mobility with internal partners and clients i.e. time to fill, quality and cost. Analysis, interpretation and distribution of monthly/quarterly/annual resourcing strategy, demand planning/forecasting and associated costs.
• Contribute to the completion of forecasted recruitment demand/MTP working with the business and HRBP’s.
• Deliver on the HC strategy and build diverse talent pools by proactively exploring all channels and processes

Leadership: 

• Build the teams capability through, but not limited to, acquiring the right talent, succession planning, team performance development, team motivation acquiring the right talent and being accountable for the team structure and architecture to enable delivery.
• Translate vision and strategy into tactical goals. Apply situational Leadership principles when managing team and others. Gain an understanding of your people and play to their strengths. Wear the right hat at the right time. (have the resourcing view, as well as the business view -be a business person who specializes in resourcing)

Qualification, Knowledge, Skills and Experience:

• Bachelor’s Degree (NQF 7)
• Extensive Talent Acquisition & Mobility experience in a large corporate (financial services preferred)
• Talent Acquisition & Mobility strategy development and implementation
• Solid experience in leading teams
• Commercial mindset
• Digital familiarity
• Effective communication
• Emotional intelligence
• Ethics and values
• Leading change

Education

• Bachelors Degree and Professional Qualifications: Human and Social Studies (Required)