Purpose

• To provide input into the end-to-end talent acquisition (TA) strategy of the organisation by understanding the role that talent has in realising the organisation’s long term goals. To leverage identified channels in the search for the most suitable talent

Qualification and Experience

• Bachelors Degree in Human Resource Management
• Minimum of 5 years experience in a similar environment
• Demonstrated workplace experience within the area of specialisation with evidence of contribution to the P&C practice.

Essential Functions

• Adhere to relevant People and Culture data policies so that quality data is consistently and appropriately stored, used and managed.
• Adhere to the risk and governance framework for the respective CoE to ensure that risks are appropriately mitigated.
• Adopt leading technologies in work done, provide feedback and recommendations for improvement on system-related issues, to support an integrated employee experience in a transforming environment.
• Check the integrity of data collated, assessing systems used and reports received to ensure the quality of information gathered and generated meets the required standards.
• Contribute as a member of cross-disciplinary teams to create end-to-end solutions that meet workforce and enterprise needs, solve challenges, and drive value for stakeholders.
• Create and maintain data regarding the acquisition of talent, best practices, industry benchmarks etc. so that insights may be drawn to add value to IAM hiring agenda.
• Develop close relationships with business counterparts to understand the resourcing needs and requirements of the Country/BU, enabling the delivery of the TA proposition.
• Engage in the implementation of efforts to digitise TA solutions so that resourcing requirements may be met more efficiently.
• Identify and utilise the most appropriate channel to source the required talent, keeping in mind the talent acquisition agenda of the organisation. Aim to leverage efficiencies across sourcing channels.
• Identify opportunities to improve and innovate systems and processes whilst reporting on errors and performance of these systems, ensuring data accuracy and completeness.

Additional Essential Functions

• Identify opportunities, approaches and solutions using leading technologies to recommend fit for purpose and personalised CoE solutions, in collaboration with relevant CoE stakeholders.
• Implement agile methodologies, by assisting with the mapping of key employee journeys/initiatives, which address pain points identified within the CoE, to ensure an integrated and personalised workforce experience.
• Implement predetermined sourcing strategies to build pipelines of potential applicants.
• Keep abreast with trends in local and international digital innovation, prepare recommendations in terms of insights to support the forecasting of future changes in CoE practices, processes, and solutions.
• Manage relationships with associated ecosystem of internal and external stakeholders and service providers, in order to maintain business networks and connections.
• Monitor expenditure patterns and provide input on forecasted expenditure, contributing to budget preparation and budget management.
• Participate in discussions with service providers to discuss rates and catalogue item costs to support effective financial oversight for the CoE.
• Provide recommendations on solution deployment plans; participating in campaigns to generate solution awareness and demand by contributing to collateral materials and conducting standard presentations, to achieve awareness and visibility of internal offerings/people solutions and adoption thereof.
• Retain an understanding of the TA value chain so that advice and guidance may be provided to internal stakeholders where required.
• Use Group talent acquisition systems and tools in a way that adds value to the Country/BU operations, maintaining strict adherence to talent acquisition minimum standards and governance protocols.