Talent Acquisition Business Partner (6 Month Contract) at Sanlam Group

Position Overview

• In this role, you’ll source talent across our entire ecosystem—engineering, marketing, finance, operations. You’ll navigate shifting priorities, evolving role definitions, and an intensely competitive market.
• This isn’t corporate TA with polished processes or predictable headcount. We’re building the plane as we fly it, and the pace is nonstop. If you thrive in ambiguity and move quickly to deliver impact, you’ll feel right at home.

What will you do?

• Partner with business leaders and HCBPs across our cluster to understand needs that often don't exist in traditional job descriptions
• Source passive candidates across diverse functions - marketing, finance, operations, technology, data, partnerships and more
• Build talent pipelines for hard-to-fill specialist and leadership roles
• Run end-to-end recruitment for multiple roles simultaneously across multiple business units
• Constantly experiment with new sourcing channels and candidate engagement strategies, learning what works
• Use data to tell the story of our talent challenges and wins (not just metrics for metrics' sake)

Qualification and Experience

• Matric (Grade 12)
• 3+ years in high-volume, generalist recruitment (fintech/financial services/high-growth environments preferred)
• Demonstrated ability to source and close specialist and senior leadership roles across diverse functions
• Resilience to keep going when candidates say no and maintain belief that the right person is out there
• Strong stakeholder management. You can influence hiring managers and keep everyone aligned
• Evidence that you've built something from scratch or turned around broken recruitment processes

What will make you successful in this role?

• Own it end-to-end - From kickoff call to offer acceptance, you don't wait for someone else to solve blockers. If a hiring manager ghosts you, you hunt them down. If a process breaks, you fix it.
• Move fast and fix things - You'd rather ship an 80% job spec today and iterate based on candidate feedback than perfect it for two weeks. Speed gives you the license to learn.
• Do more with less (Jugaad) - LinkedIn Recruiter AND campus activations AND employee referral campaigns AND building talent pipelines from scratch? All with a lean budget? That's Tuesday.
• Embrace the messy - Our business units are scaling rapidly. Org structures shift. New verticals launch. You don't need perfect clarity to get going - you clarify direction as you go.
• Bring diverse perspectives - You know the best talent isn't always in obvious places. You challenge your own assumptions about where great people live and how to reach them.

Knowledge and Skills

• Human Resources Administrative Support
• Strategic Human Resources Planning and Implementation
• Change Management
• HR Best Practices
• HR Compliance