Talent Partner- Durban at Pick n Pay Stores Limited

• This role is accountable for end-to-end regional talent management, with a strong focus on building sustainable workforce plans, partnering with regional institutions to source talent, developing internal talent pipelines, and optimising the ROI on talent acquisition.
• The Regional Talent Manager serves as the strategic workforce partner for the region, integrating external market intelligence with internal capability needs to ensure business continuity and future-fit talent.
• Bachelor’s degree in Human Resources, Organisational Development, or related field.
• Postgraduate qualification in HR, Talent Management, or Workforce Planning is preferred.
• 5–7 years’ experience in full-cycle recruitment, with a strong focus on operational or customer-facing roles.
• Experience within a retail, FMCG, or service-oriented environment is essential.
• Proven success in delivering recruitment outcomes in decentralised or multi-site environments.
• Bachelor's degree in Human Resources or related discipline (or equivalent experience).
• Experience in high volume recruitment would be an advantage

Competencies

• Strategic Ability – applies regional insights to influence hiring direction and workforce planning.
• Business Insight – understands local operations and tailors acquisition strategies accordingly.
• Practical Execution Management – able to plan and execute hiring at pace across multiple roles.
• Innovative and Creative Mindset – uses modern sourcing tools and unconventional channels where needed.
• Motivating People – energizes hiring managers to act with urgency and inclusivity.
• Organisational Agility – navigates complexity between central and regional priorities with ease.
• Modelling the Values – demonstrates integrity, service and care in all talent interactions.

Key Responsibilities

Strategic Workforce Planning & Regional Intelligence

• Partner with PBP Lead and Heads of Retail / General Managers to define regional workforce and succession planning needs aligned to store formats, growth, and attrition risks.
• Use labour market insights to forecast talent demand, proactively addressing skills gaps.
• Lead workforce segmentation and talent forecasting models to align headcount with financial and operational targets.

​​​​​​​Regional Talent Sourcing & Partnerships

• Establish and maintain strong partnerships with regional schools, universities, TVET colleges, NGOs, government departments and workforce development agencies.
• Design regional talent attraction strategies that leverage external partnerships, internship/graduate programs, and community upliftment pipelines.
• Represent the company at regional career days, advisory boards, and industry forums to position Pick n Pay as an employer of choice.

Internal Bench Strength & Pipeline Development

• Identify scarce and critical roles, specific to the region.
• Collaborate with L&D and Operations to build internal talent benches for critical and scarce roles.
• Ensure readiness of talent pipelines aligned to stores, and support office needs in the region.
• Support succession planning processes and enable job mobility across stores and between regions to enhance workforce agility.
• Facilitate cross-functional stretch assignments and redeployment strategies as part of talent retention and growth

​​​​​​​Recruitment Execution & Talent Experience

• Lead end-to-end recruitment delivery from job brief to offer acceptance and onboarding.
• Ensure best-in-class candidate and hiring manager experience, with a special focus on diversity, equity, and regional cultural fit.
• Collaborate with People Business Partners to continuously improve the quality of hire.
• Actively contribute to offboarding processes by conducting exit interviews and identifying trends that may inform future hiring or retention strategies.

​​​​​​​Talent ROI & Financial Metrics

• Monitor and report on recruitment and pipeline effectiveness: time-to-fill, quality-of-hire, hiring cost vs. budget, and impact on sales productivity.
• Identify areas where talent planning can reduce vacancy lag, shrinkage, or training cost escalation.
• Work with HR analytics to generate regional dashboards for workforce planning and hiring efficiency.

​​​​​​​Regional Integration & Practice Leadership

• Act as the bridge between the region and the central Talent Centre of Excellence.
• Implement national initiatives locally while tailoring for regional context and impact.
• Contribute to the design and testing of national employer branding and talent intelligence tools.

Regional Store Engagement & Field Visibility

• Conduct regular store visits across the region to understand frontline realities, strengthen operational partnerships and assess recruitment effectiveness.
• Use insights from the field to continuously tailor sourcing strategies, onboarding support and career pathway messaging for employees.

Closing date: 29 September 2025