Job Summary
- Builds and sustains Absa’s pan-African executive talent pipeline through market mapping, talent intelligence, executive sourcing, and strategic candidate engagement.
- As the Group executive sourcing function , the role identifies, assesses, and engages internal and external diverse executive talent potential, develops targeted sourcing strategies and talent pools, provides market insights, and strengthens external leadership networks.
- The role focuses on talent identification and engagement, not end-to-end executive recruitment delivery.
Job Description
Key Focus Areas:
- Executive Talent Mapping & Market Intelligence
- Strategic Executive Sourcing & Candidate Engagement
- Leadership Pipeline Development
- Competitive & Industry Talent Insights
- Diversity-Focused Executive Talent Identification
- Talent Community & Relationship Management
- Executive Search Research & Longlisting
- Sourcing Analytics & Continuous Improvement
- Employer Positioning within Executive Talent Markets
- Workforce Planning & Succession Sourcing
Key Accountabilities:
Executive Talent Mapping & Market Intelligence:
- Conduct targeted market mapping to identify executive talent across priority sectors, geographies, and competitor organisations.
- Develop and maintain intelligence on leadership talent movements, market trends, and emerging executive capability requirements.
- Provide talent landscape insights to support proactive executive workforce planning and succession discussions.
Strategic Executive Sourcing & Candidate Engagement:
- Design and execute targeted sourcing strategies for executive and niche leadership talent.
- Identify, approach, and engage passive executive candidates through direct search and networking methodologies.
- Build long-term relationships with high-calibre executives to strengthen future leadership pipelines.
Leadership Pipeline Development:
- Build and maintain diverse executive talent pools aligned to critical leadership capabilities and future business needs.
- Continuously assess pipeline strength, availability, and readiness across strategic talent segments.
- Ensure talent pools reflect Absa's transformation, diversity, and pan-African talent objectives.
Competitive & Industry Talent Insights:
- Monitor competitor hiring trends, organisational changes, and executive talent movements.
- Produce market intelligence reports to inform sourcing approaches and leadership talent strategies.
- Identify emerging executive talent and future-fit leadership capabilities relevant to Absa's strategy.
Diversity-Focused Executive Talent Identification:
- Proactively identify executive talent from underrepresented groups to support employment equity and inclusion objectives.
- Embed diverse sourcing methodologies and talent mapping practices into executive search activities.
- Track diversity pipeline metrics and recommend opportunities to strengthen representation.
Talent Community & Relationship Management:
- Build and nurture executive talent communities aligned to priority leadership disciplines and markets.
- Maintain ongoing engagement with prospective executive talent through targeted networking and relationship-building activities.
- Strengthen Absa's presence within relevant executive talent networks and professional communities.
Executive Search Research & Longlisting:
- Conduct detailed executive search research to identify qualified candidates aligned to agreed success profiles.
- Develop high-quality talent maps, market reports, and candidate longlists for executive hiring assignments.
- Validate candidate suitability through desk-based research, market referencing, and talent intelligence.
Sourcing Analytics & Continuous Improvement:
- Analyse sourcing effectiveness, pipeline conversion trends, and talent availability data to improve outcomes.
- Leverage recruitment technologies, talent intelligence platforms, and data insights to optimise sourcing performance.
- Identify and implement best practices to enhance executive sourcing capability and effectiveness.
Employer Positioning within Executive Talent Markets:
- Collaborating with the Senior Manager Employer Branding to promote Absa's executive value proposition through targeted talent engagement and market interactions.
- Position Absa as an employer of choice within relevant executive talent segments and markets.
- Gather external market feedback to strengthen leadership attraction strategies and employer branding initiatives.
Workforce Planning & Succession Sourcing Support:
- Partner with business HC colleagues to identify future talent requirements arising from workforce and succession plans.
- Develop proactive talent pipelines for anticipated leadership vacancies and strategic growth requirements.
- Provide talent availability insights to inform future hiring and leadership continuity decisions.
KNOWLEDGE & SKILLS:
Knowledge:
- Advanced executive search and talent strategy methodologies
- Leadership capability frameworks and organisational talent planning
- Market dynamics, competitor landscapes, and executive talent trends
- Governance, risk, and compliance within talent acquisition
- Pan-African talent considerations
Skills:
- Strategic stakeholder engagement and influencing at senior levels
- Long-term workforce planning and talent pipeline development
- Advanced assessment, judgement, and decision-making
- Commercial and market insight application
- Execution of complex, multi-dimensional initiatives
QUALIFICATIONS & EXPERIENCE:
Education / Qualification:
- Bachelor’s Degree, Advanced Diploma, Postgraduate Certificate or B Tech (NQF Level 7) in Human Resources, Industrial/Organisational Psychology, Business Administration, or a related field.
Work Experience:
- 5-12 years’ experience in talent acquisition or executive search, including 3 years of exposure to executive-level hiring across multiple business capabilities and geographies across Africa and global markets.
- Exposure to process design, optimisation, quality management, customer centricity, technology and data-driven decision-making is preferred.
COMPETENCIES:
Technical Competencies:
- Executive search strategy design and advanced sourcing methodologies
- Talent analytics, market intelligence, and insight generation
- Governance frameworks and process optimisation
- Advanced assessment and selection methodologies
- Offer strategy and executive value proposition design
Behavioural Competencies:
- Strategic decision making and initiative
- Advanced critical thinking and complex problem solving
- Strong commercial and business acumen
- Impactful and persuasive communication
- Relationship building and organisational influence
- Planning, organising, and executing at scale
- Adaptability in complex and changing environments
- Customer and stakeholder value focus
Leadership Competencies:
- Strategic Thinking
- Business Acumen
- Communication
- Influence
- Leadership
- Delivering Results
- Adaptability
- Collaboration
- Decision-Making
Education
- Bachelor`s Degrees and Advanced Diplomas: Human and Social Studies (Required)
End Date: September 4, 2026
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