Manager: Talent Acquisition & Operations at Durban University of Technology

Minimum Requirements:

• Honour’s Degree (NQF Level 8) in Human Resources Management, OR Psychology, OR Industrial Psychology, OR related field.
• 7 years’ Experience in Human Resource Management, including sourcing and selection of employees across all levels of the organisation and enhancing performance management practices.
• 3 years’ Experience in utilizing technology platforms and social media channels for sourcing and establishing talent pools.
• 3 years’ Experience in managing Human Capital Services operations through a business partnering approach.

Summary of Duties:

Talent Acquisition Plans and Strategies

• Develop and implement an integrated talent acquisition strategy aligned with organisational goals.
• Oversee end-to-end recruitment processes including workforce planning, job profiling, advertising, shortlisting, interviewing, selection, and offer management.
• Develop and co-ordinate plans to ensure the timeous appointment of suitable talent.
• Review and enhance the talent attraction strategies and methodologies. Ensure that DUT’s Employee Value Proposition remains relevant and attractive.
• Provide input into the organisation’s recruitment and selection policies and procedures and monitor the adherence to these policies and procedures.
• Establish and advise on latest trends around talent acquisition and sourcing.
• Drive employer branding initiatives to attract high-calibre talent.
• Ensure compliance with employment equity and transformation targets in recruitment.
• Establish talent pipelines and proactive sourcing strategies for critical and scarce skills.

Selection and Onboarding

• Leads the effective and timeous turnaround implementation of talent sourcing strategies and methodologies.
• Review the effectiveness of talent sourcing strategies and methodologies and provide input re the continuous enhancements.
• Oversee the timeous preparation and completion of recruitment related administration such as:
• Advertising of vacancies
• Applicant tracking and screening.
• Competency based interview guides.
• Applicant screening and testing
• Applicant feedback and communication
• Report on the sourcing plan implementation and the identification of hard to fill vacancies.
• Ensure that external service providers adhere to the service level agreements and address any non-compliance.
• Oversee the implementation of fair selection processes, alignment to legislative and job specific requirements as well as alignment to DUT’s Employment Equity Plans
• Provide guidance to relevant stakeholders and assist with the upskilling of line managers in competency - based interviewing and any other relevant selection tools / methods.
• Lead the sourcing and selection of senior members of staff and collaborate with the Senior Director: HCS
• Ensure a positive applicant experience throughout the sourcing and selection process despite the outcome of selection decisions.
• Oversee that applicant records are accurate, complete and maintained in accordance with DUT’s document management system.
• Identify recruitment related technology and provide input into any recruitment systems / technology related budgets.
• Analyse and report on recruitment related statistics
• Facilitate induction and on-boarding of new recruits in collaboration with the various portfolios, departments and divisions of the institution.
• Oversight management and reporting on vacancy analysis, ensuring that this is kept within best practice and industry norms

  HC Business Partnering

• Oversee and improve core HC processes including employee onboarding, contracts, HC records, benefits administration, and exit processes.
• Ensure HC operational excellence through process automation, compliance with policies, and standardisation of procedures.
• Monitor and manage key HC metrics (e.g., turnover, time-to-fill, headcount).
• Function as the strategic HC advisor to a portfolio of departments/faculties, guiding on HC policies, workforce planning, organisational design, and performance management.
• Partner with managers and executives to understand business needs and co-develop people solutions.
• Coach line managers on talent management, employee engagement, conflict resolution, and disciplinary processes.
• Support organisational change management and staff transitions aligned with strategic plans.
• Identify and report on the key HC metrics in accordance with DUT’s reporting requirements.
• Communicate HC metrics to key stakeholders and address any. queries
• Analyse data, identify trends and risks and make necessary recommendations for improvements

People Management

• Set the relevant deliverables and performance targets for own team in the department.
• Create and maintain a climate conducive for team performance to enable the team to deliver on set targets, service level agreements.
• Initiate pro-active and corrective actions as required to ensure service delivery.
• Complete management actions within the required periods.
• Coach reportees by compiling and providing clear feedback on work performance and provides constructive suggestions to improve performance.
• Monitor and evaluate the impact of own reportees development interventions on performance