RBB Senior Talent Acquisition Specialist at Absa

Job Summary

• To provide advice and support in practice formulation and associated best practice improvement tactics; enabling the provision of specialist recruitment expertise.

Job Description

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.
• 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 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 Participate in interviews on request for key roles.
• Ensure that the recruitment and selection of senior leaders takes place according to policy and governance.
• 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 Remuneration package offers and buy-outs.
• Assisting in the negotiation of release dates and backfill requirements where applicable.
• Ensure timely on-boarding of senior hires and adherence to on boarding policies and procedures.
• Identification of critical senior vacancies – build proactive pipelines.
• Agree transformation plans with the Cluster seniors including targets and timelines. Drive the Group’s transformation agenda.
• Together with HR Head, identify key senior roles for succession planning in the portfolios.

Stakeholder Management: 

• Liaise with BU Stakeholders in order to gain a comprehensive view of their Core Business, Strategic Objectives Employee Value Proposition and Culture. This understanding and interaction will drive the Placement of the right candidate, with the right skill and the ability to thrive in the relevant environment.
• Provide regular feedback to Cluster Resourcing Head, Cluster Head and BU Leaders on Resourcing Strategy deliverables and status (Scorecard).
• Define, socialise and agree SLAs with BU's and HR Head’s against which all parties’ performance will be driven. 
• Build a Resourcing scorecard for the Business Unit by which these metrics can be presented and managed through discussions at the BUs Management Forums.
• Ensure effective interaction with, and responses to candidates, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required. 
• Drive level of excellence within the Resourcing Team. 

Business Management:

• Drive Strategic Resourcing Agenda through managing relationships with stakeholders, extended HR Community and Resourcing teams.
• Allocate duties to team members in order to achieve operational targets including prioritisation and work Schedules.
• Based on gaps identified, motivate requests to the manager for additional resources including people, budget and equipment.
• Obtain a thorough understanding of the Cluster’s strategy and explain it to team members in such a way that they understand the contribution they have to make. 
• Explain targets and take accountability for the monitoring and achievement of performance objectives in the department in terms of employee satisfaction, customer experience, cost performance, return on investments, risk, compliance and governance requirements. 
• Create quarterly and monthly plans to ensure delivery for the year.
• Continuously identify areas for improved efficiency and reduced cost.
• Conduct basic statistical analysis to track performance variances and determine the root causes of errors.
• Make recommendations for productivity or process enhancements to process owners.
• Implement productivity improvement measures by coaching staff on any new processes or on their areas for improvement.
• Populate balanced scorecards for the specific department on a monthly basis.
• Work with the team to address shortcomings during the next month. Escalate any major issues identified to the next level manager.
• Participate in the measurement and reporting of internal and external Service Level Agreements on a monthly basis. 
• Address any process failures specific to the department under management

What do you need to get in?

• B-degree in Human Resources or Industrial Psychology or NQF equivalent
• Minimum of 5 years’ experience in a direct headhunting / Talent Acquisition preferably within a large Corporate Environment, incl:
• Experience with online tools and platforms
• Experience with creating candidate pipelines
• Experience of successful hiring to meet business needs
• Experience with applicant tracking systems and sourcing channel toolsExperience in proactive enticement

Education

• Bachelor`s Degrees and Advanced Diplomas: Human and Social Studies (Required)

Absa Bank Limited is an equal opportunity, affirmative action employer. In compliance with the Employment Equity Act 55 of 1998, preference will be given to suitable candidates from designated groups whose appointments will contribute towards achievement of equitable demographic representation of our workforce profile and add to the diversity of the Bank.

Absa Bank Limited reserves the right not to make an appointment to the post as advertised