Manager: Talent Sourcing at Road Accident Fund

Key Performance Areas

Manage Talent Sourcing

• Ensure an understating on the strategic business needs of each client.
• Customise solutions to meet customer’s diverse needs.
• Ensure all Talent Sourcing Practitioners comply with the national recruitment and selection process to minimise inconsistency.
• Customise and implement suitable staffing solutions to meet the unique needs of the organisation.
• Ensure the talent sourcing plan for strategic and critical skills is shaped and influenced by the Business Plan, National Skills Plan, and EE, Market forces e.g. Pay Structures, Retention and Development Strategy.
• Facilitate the administration of psychometric assessment through the use of service providers.

Management of Systems and Processes

• Review and analyse current systems to ensure continual optimal utilisation of systems.
• Conduct research, benchmark and implement best practices in the organisation e.g. e-recruitment, social media, On-Line Assessment etc., in order to keep up with latest trends.
• Utilise information generated from the systems to continuously improve current staffing metrics to “best of class” and to feed into performance improvement plans of each department.

Policy Review and Implementation

• Monitor the implementation of strategies and polices to ensure compliance to Talent Sourcing Processes.
• Ensure maintenance of the Resourcing policy and procedures.
• Implement procedural and policy changes to improve operational efficiency.

Stakeholder Management

• Develop and maintain relationships with third party recruitment agencies and staffing firms to manage the procurement and measurement processes.
• Develop service level agreement with line management.
• Educate and assist Line Managers with Employment Equity alignment on the recruitment processes.
• Formulate an effective communication strategy across the organisation to inform key stakeholders of change initiatives in respect of Talent Sourcing.

Reporting

• Prepare and submit regulation reports as and when required to provide progress updates and/or inform management decisions.
• Develop reports or policies or procedures and guide the process through the alignment of the documents to the overall RAF’s strategy.

People Management

• Ensure the sourcing, development and retention of a high-performance team.
• Manage the recruitment of the operational workforce in line with employment equity targets.
• Manage staff in the department to ensure that they achieve their objectives in line with the strategic objectives of the RAF.
• Allocate, direct, motivate and evaluate subordinates to help them achieve their individual goals.

Qualifications and Experience

• Bachelor’s Degree/ Advanced Diploma in Industrial Psychology/ Human Resources/ Social Sciences related qualification.
• Postgraduate in Human Resources/ Psychology/ Industrial psychology related qualification advantageous.
• Relevant 6 - 8 years’ experience as an HR Generalist or Recruitment or Talent Sourcing environment of which 2 years must have been on management or supervisory level.

Technical and Behavioral Competencies Required

• Resilience.
• Network and alliance.
• Employee engagement.
• Ethics and values.
• Change management.
• Critical and innovative thinking
• Policy conceptualisation and formulation.
• Risk Management.
• Stakeholder development and relations.
• Reporting.
• SAP HCM.
• Recruitment and Selection Processes and Procedures.
• Knowledge of Relevant Labour Legislation.
• National Skills Development Strategy.
• The Skills Development Act, as well as relevant HR systems and processes. 
• Communication skills.
• Technical ability.
• Oral persuasiveness.

Job Posting End Date:  8 Sep 2026