Job Description
- Dis-Chem Pharmacies requires a Talent Acquisition Manager (Enabling Functions) – Midrand Head Office. The Recruitment Manager - Enabling Functions is accountable for designing, leading, and continuously optimising a professional and specialist talent acquisition strategy for Head Office and enabling functions.
- These functions typically include P&C, Finance, IT, Digital, Data & Analytics, Legal, Risk, Marketing, Procurement, Strategy, and other head office or centre-of-excellence roles.
- The role ensures the organisation attracts, selects, and secures high-calibre professional, technical, and leadership talent that enables operational divisions to perform, scale, and transform. The focus is on quality of hire, capability depth, and long-term organisational effectiveness rather than volume alone.
Essential:
- Grade 12 / Matric or Senior Certificate
- Diploma or Degree in Human Resources, Industrial Psychology, or related field.
- Minimum 10 years’ end-to-end recruitment experience (in-house and/or agency).
- Minimum 3–5 years’ experience recruiting professional, specialist, or leadership roles in corporate environments.
- Minimum 3 years’ people management experience within a talent acquisition function.
Advantageous:
- APSO/SABPP accreditation
- Experience in executive search, talent intelligence, or succession-focused hiring.
Key accountabilities
Enabling Talent Acquisition Strategy & Workforce Planning
- Develop and execute a talent acquisition strategy for enabling and Head Office functions aligned to business strategy, transformation initiatives, and capability roadmaps.
- Partner with Executive Leadership, Functional Heads, P&C Ops, and Workforce Planning to anticipate current and future capability needs.
- Translate strategic initiatives (digital transformation, systems modernisation, governance strengthening, analytics maturity) into forward-looking recruitment plans.
- Continuously benchmark enabling function recruitment practices against international best practice in professional and specialist hiring.
End-to-End Recruitment Operations (Professional, Specialist & Leadership Roles)
- Own and govern the full recruitment lifecycle for enabling function roles, from requisition approval through to offer acceptance.
- Manage recruitment for specialist, scarce-skills, and leadership roles requiring rigorous assessment, market mapping, and targeted sourcing.
- Ensure consistent, high-quality recruitment processes that balance speed with depth of evaluation and risk mitigation.
- Partner with OD to ensure role profiles, competency frameworks, and assessment criteria are current, future-focused, and business-relevant.
Sourcing Strategy, Market Mapping & Talent Advisory
- Design and execute sophisticated sourcing strategies including proactive market mapping, talent intelligence, referrals, and selective agency partnerships.
- Build and maintain long-term talent pipelines for critical professional and leadership roles.
- Act as a trusted talent advisor to senior leaders, providing insight on talent availability, market trends, and remuneration dynamics.
- Reduce reliance on contingent search by strengthening direct sourcing capability and internal succession pipelines.
Technology, Systems & Process Optimisation
- Own governance and effective utilisation of the Applicant Tracking System (ATS) for enabling recruitment.
- Ensure recruitment workflows support specialist hiring, executive search processes, and compliance requirements.
- Leverage digital tools, assessments, and automation where appropriate to improve recruiter productivity and candidate experience.
- Continuously refine recruitment processes to support high-quality decision-making and reduce hiring risk.
Analytics, Reporting & Decision Support
- Define and track recruitment metrics relevant to professional and specialist hiring, including time-to-fill, quality of hire, hiring manager satisfaction, and offer acceptance rates.
- Provide insight-driven reporting to HR and Executive stakeholders, translating recruitment data into strategic workforce insights.
- Use data to inform sourcing strategies, prioritisation of roles, and investment in talent acquisition capability.
Governance, Compliance & Risk Management
- Ensure recruitment practices comply with labour legislation, employment equity requirements, POPIA, and internal governance standards.
- Embed appropriate controls for senior, specialist, and risk-sensitive appointments.
- Manage contracts with specialist search firms, assessment providers, and talent platforms in line with procurement and transformation principles.
- Safeguard organisational reputation by enforcing ethical, consistent, and defensible hiring practices.
Team Leadership & Capability Development
- Lead, coach, and develop a recruitment team specialising in professional, technical, and leadership hiring.
- Allocate recruitment resources across functional portfolios based on strategic priority and complexity.
- Set clear performance expectations focused on quality, insight, and stakeholder value.
- Build recruiter capability in talent advisory, market intelligence, assessment methodology, and executive stakeholder engagement.
General
- Adhere to Dis-Chem Policies and Standard Operating Procedures.
- Adhere to Health and Safety rules and regulations.
Core Competencies
Strategic & Enterprise Acumen
- Understands how enabling functions drive organisational performance and risk management.
- Aligns talent decisions with long-term strategy and transformation objectives.
Analytical & Advisory Capability
- Uses data, insight, and judgement to guide complex hiring decisions.
- Provides credible talent advice to senior and executive stakeholders.
Quality & Risk Orientation
- Maintains rigorous hiring standards for specialist and leadership roles.
- Balances speed with depth, due diligence, and defensibility of decisions.
Stakeholder Influence
- Builds trusted relationships with executives, functional leaders, and external partners.
- Influences hiring outcomes through insight rather than authority.
Leadership & People Development
- Develops high-performing recruiters with strong judgement and advisory capability.
- Coaches teams to operate as strategic partners, not order-takers.
Change & Adaptability
- Responds effectively to evolving capability needs, operating models, and strategic shifts.
- Leads recruitment change with clarity and pragmatism.
Technical & Digital Capability
- Advanced proficiency in ATS platforms and recruitment analytics.
- Familiarity with executive search tools, professional networks, and digital sourcing platforms.
- Strong MS Office capability, particularly Excel and PowerPoint for insight reporting.
Special conditions of employment:
- South African citizen
- Clear credit and criminal records
Remuneration and benefits:
Closing Date 27 April 2026
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