Talent Acquisition Business Partner at Mr Price Group

Job Description

• The purpose of this role is to deliver end-to-end recruitment for divisional roles, partnering closely with hiring managers to source, shortlist, assess and hire high-quality talent aligned to divisional priorities and operating standards.

Responsibilities
Champion Talent Acquisition Excellence

• Apply standardised job profiles, assessment tools and structured interview guides, SLAs and documentation (accurate candidate records). Escalate risks and propose improvements.
• Apply approved job profiles and competency frameworks to ensure consistency and compliance before posting roles.
• Use structured interview guides and assessment tools to maintain fairness and validity in selection.
• Adhere to SLAs for each stage of recruitment and monitor progress against agreed timelines.
• Hold all stakeholders accountable for their role in the SLA to support time to fill metrics
• Maintain accurate candidate records in the ATS, including screening notes, interview feedback and compliance checks.
• Escalate risks such as unrealistic profiles, delays or diversity gaps and propose process improvements.
• Align sourcing and attraction activities with Employer Brand and Social Media Brand CI.

Lead Strategic Talent Acquisition

• Attraction and sourcing approach: Develop a proactive sourcing approach aligned to the sourcing strategy that outlines the high-level approach, target outcomes and quarterly priorities by role family.
• Implement varied sourcing techniques to proactively build pre-qualified talent pools for current and future needs (job boards, social platforms, referrals, direct outreach, communities).
• Create, test and deploy attraction techniques aligned to our Employer Brand and Social Media Brand CI to engage passive candidates (content, campaigns, events).
• Talent mapping/pooling: Build competitor talent maps for critical roles and maintain detailed views of talent pools in Excel or ATS with a quarterly dashboard review.
• Track channel performance and recommend channel optimisation based on conversion data and ROI; prioritise high-performing sources.

Manage Candidate Screening and Selection

• Execute structured screening, assessments and interviews. Maintain fair, consistent selection and accurate records.
• Execute structured screening and interviews using scoring guides; ensure consistency and fairness.
• Coordinate assessments and panel interviews; apply adverse impact monitoring where applicable.
• Record all outcomes accurately in the ATS and keep a clear audit trail of decisions.
• Provide timely, constructive feedback to candidates and line managers.
• Ensure selection decisions align with job requirements and DEI standards.

Enhance Employer Branding and Candidate Experience

• Craft compelling adverts, manage outreach and communication, and ensure timely feedback to candidates and line managers.
• Write compelling job adverts that reflect EVP and divisional culture.
• Manage candidate communication throughout the process, ensuring timely updates and feedback.
• Represent the brand positively during interviews and outreach activities.
• Monitor candidate experience metrics and recommend improvements to reduce drop-offs.
• Collaborate with Employer Brand team to activate campaigns and content for hard-to-fill roles.

Interpret and Analyse Recruitment Data and Metrics

• Use dashboards to track funnel health. Recommend channel shifts and run small experiments to improve throughput. Funnel health - overall quality and effectiveness of the recruitment funnel.
• Use dashboards to monitor funnel health, including volume, conversion rates and diversity representation at each stage.
• Identify bottlenecks and recommend corrective actions to improve throughput.
• Run small experiments (e.g., channel mix, advert wording) and measure impact on conversion rates.
• Share insights with Senior TAS and excellence team to inform sourcing strategies.
• Track SLA compliance and report on time-to-fill, offer acceptance and pipeline strength.

Ensure Compliance in Recruitment Practices

• Maintain POPIA compliance, fair hiring, and vendor adherence to SLAs. Safeguard data privacy and accessibility.
• Maintain POPIA compliance by managing candidate consent and secure data storage.
• Apply fair hiring practices and structured assessments to prevent bias.
• Ensure vendor adherence to SLAs and compliance standards for agency-sourced candidates.
• Keep audit-ready records for all recruitment activities, including screening notes and diversity checks.
• Escalate any compliance risks immediately and support remediation actions.

Facilitate pre-onboarding and integration

• Coordinate pre-onboarding tasks, handover to HR Ops and line, and gather feedback to refine hiring profiles.
• Coordinate pre-onboarding tasks such as documentation, system access and background checks.
• Liaise with HR Ops and line managers to ensure day-one readiness for new hires.
• Capture feedback from managers and new hires to refine hiring profiles and improve pre-onboarding.
• Monitor early attrition and share insights with the excellence team for continuous improvement.
• Support internal mobility processes where applicable.

Communicate and Coach on Talent Acquisition Practices

• Educate hiring managers on job profiles, assessments and interview techniques. Share market insights from excellence team.
• Educate hiring managers on the TA process, job profiles, structured interviews and assessment tools.
• Provide guidance on market realities, sourcing timelines and candidate expectations.
• Share insights from the Talent Intelligence Advisor and excellence team to inform decisions.
• Run short training sessions or clinics on TA processes and technology usage.
• Act as a trusted advisor to stakeholders, promoting best practice and compliance.

Qualifications

• Bachelor or Honours in in HRM or related. 
• Relevant Post Graduate qualification.
• 3 to 5 years in TA with full-cycle recruitment experience.
• Confident stakeholder partner with strong communication skills.
• Solid sourcing, screening and offer coordination capabilities.
• Comfortable with ATS workflows, metrics and reporting.
• Organised, proactive and candidate centric.