Specialist - Talent Acquisition Human Resources at MTN

JOB DESCRIPTION
Mission/ Core purpose of the Job: (Short description)

• To facilitate the implementation of all recruitment processes and practices, ensuring organisation-wide alignment to support the requirements and strategy of the business and ensuring recruitment of the best possible talent for the organisation.

RESPONSIBILITIES

Key Performance Areas:

• Core, essential responsibilities / outputs of the position (KPA's)
• Task Complexity: Indicates those KPA’s that are essential to the position itself. These are normally specific to the incumbent, the job, and the function.
• Excludes role and leadership / management.

Input into Operational Planning

• Provide input into the long-term recruitment plan (1-2 years) for the organisation
• Provide input into identifying ways to fine tune systems in line with changing work practices, updating recruitment policies, processes and procedures as necessary.
• Continuously look for ways to improve performance of the processes, policies and guidelines, (including leveraging IT to improve efficiency)
• Research and consider best practice, local conditions, trends, as well as competitor activity to stay informed of trends and innovative recruiting techniques (e.g. online recruiting resources)
• Facilitate and promote a positive climate of mutual trust and respect within and surrounding the business unit

Application of Recruitment policies and procedures

• Understand and interpret regional HR needs and utilize the recruitment policies, procedures, practices and interventions to fulfil those needs
• Ensure the implementation of fair and equitable employment practices and report back on this to all stakeholders
• Guide and advise line managers regarding recruitment policies and facilitate related training events (hiring, interview process, recruitment strategies and practices) to ensure the consistency and the effectiveness of the recruiting practices implemented
• Implement recruiting plans accordingly forecast human capital requirements (by level, skills, experience, employ equity) defined at senior management level
• Understand organizational / business challenges as they relate to staffing as well as culture
• Along with interview teams, participate in and play an advisory role in recruiting, creating job postings and interviewing candidates as needed
• Implement resourcing programs such as graduate program to ensure the access to talent pool in SA
• Implement new hire program (e.g. 30 day, 90 day and 6 month follow ups with all new hires) to decipher quality of talent
• Continually monitor effectiveness and compliance with guidelines

Cost Control

• Provide input into the forecasting, planning, development and review of the recruitment budget for the organisation
• Control costs through the choice of lower cost options / more effective processes and procedures and ensure that spending remains within budget limits
• Supervisory / Leadership / Managerial Complexity: Refers to the responsibilities for directing, guiding, motivating and influencing others

None

Role Complexity:

• Does not refer to the various “roles” that the incumbent has to assume in the conducting of the duties. Instead, this would be additional complexity that should not be inherent in this position, but the incumbent has responsibility for.Example HR Managers having to manage an IT function.

none
Lateral Dimensions:

• These indicate the areas where the individuals could contribute uniquely in addition to the indicated duties, as well as how they could be affected by others or circumstances not necessarily under their control.
• Creativities (improvement/innovation inherent) Indicates the potential for improvement and / or innovation inherent in a position.
• Suggests concrete ways to improve recruitment operations and strategies
• Apply market research in an optimal way to continually improve processes and procedures
• Communicate research results and recommendations to the relevant areas of the business to build a competitive advantage
• Establish sound relationships with all stakeholders
• Vulnerabilities (control span) Refers to the latent difficulties, or things that could potentially go wrong that affect a specific position.
• Such vulnerabilities may / may not be under the control of the incumbent. Direct implication or first level of impact.
• Inappropriate processes resulting in delays in recruitment
• Limited skills pool available
• MTN strategic direction changes / HR strategic direction changes
• Extensive decision making matrixes and processes
• Changes in South African regulatory environment
• Poor strategy elements
• Working across functional silo’s in the MTN organisation
• Collaboration: Refers to formal and informal relationships Responsibility towards: who are they and what do they receive from the incumbent. 

Direct reports: none

 Matrix reports: recruitment teams during recruitment initiatives

Key customers: all HR departments, employees, unions, 

Key suppliers: all HR departments 

Relations, etc.:

• Independent thought and Judgment: Relates to the decision-making constraints place upon a position or conversely, the degree of freedom in decision-making. 
• Identifying and advising on trends 
• Dissemination of information 
• Enhancing recruitment processes and procedures 
• Execute actions that have been agreed 
• Implementation plans for the business unit 
• Resolution of queries / problems (within parameters set by company policy) 

Authorities: 

• As per delegation of authority

QUALIFICATIONS
Minimum Requirements - minimum necessary, and not the ideal / preferred should be included.
Education:

• Minimum of 3 years’ tertiary qualifications in HR or equivalent

Experience:

• At least 3 years of experience in an HR Recruitment/Talent Acquisition function
• Experience in HR Generalist role advantageous

 Training:

• Legislation and regulations
• Systems training

Knowledge:

• Computer literacy
• A broad understanding of the MTN business
• An understanding of basic financial terminology and processes (e.g. budget, expenditure, investment, loan, cash-flow, working capital, forecasting, variance analysis, cost)
• Good knowledge of technical concepts relating to recruitment
• Knowledge of current and relevant legislation