The above-mentioned senior position exists within the Talent Acquisition Department and is responsible for providing direct leadership to the department in the achievement of set objectives and targets.<\/p>\n
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Job Title: HR Specialist: Talent Acquisition (C4)<\/strong> Job Summary:<\/strong> \u2022On time accurate delivery of new appointees, depending on the level and\/or difficulty to source and appoint new employees (Scarce and critical skills) Requirements:<\/strong>
\nLocation:<\/strong> Pretoria, Gauteng, South Africa
\nReference #:<\/strong> 423HRS02
\nContract Type:<\/strong> Permanent<\/p>\n
\nKey Performance Areas:<\/strong>
\nManage and measure business requirements and recruitment staff for efficient and effective recruitment
\n\u2022Conduct internal departmental audits within recruitment to circumvent risk
\n\u2022Compile recruitment risk register and manage the highlighted risks.
\n\u2022Determine necessary sequence of activities and the efficient level of resources needed to achieve short and long term departmental goals
\n\u2022Implement and manage service level agreement with managers to adhere to time-lines
\n\u2022Ensure continuous upskilling of recruitment team
\n\u2022Maintain a 70% customer satisfaction on the client survey tool
\n\u2022Investigate and implement innovative ways of sourcing talent
\n\u2022Turnaround strategy for ICT skills shortage
\n\u2022Sourcing strategy for high turnover departments
\n\u2022Train line managers on recruitment processes
\nOversee the recruitment function including the systems and policies in compliance with legal requirements
\n\u2022Ensure strict adherence to Recruitment and EE policies and procedures
\n\u2022Adherence to all regulatory requirements, for example POPI and Awareness of the Group’s policies and procedures
\n\u2022Consistently demonstrate understanding of how the principle of TCF and the underlying six TCF outcomes impacts your role, and is embedded in the culture of AVBOB.
\n\u2022Regular update and improvement of the recruitment policy and processes
\n\u2022Ensure recruitment processes are in line with best practice
\n\u2022Regular update of recruitment documents and ensure they are in line with best practice
\n\u2022Attend to queries relating to Skills map and any other job boards
\nManage, compile and control the annual recruitment budget for submission to the HR Manager as per principles – annually and ensure that under no circumstances should the budget be exceeded.
\n\u2022Monitor and report time and resources utilised for the duration of a project.
\n\u2022To develop and maintain longstanding relationships with both internal and external clients and so ensure the effective implementation of new and improved recruitment processes, benefits and wellbeing for employees<\/p>\n
\n\u2022Building sound relationships with line managers and all other stakeholders
\n\u2022Manage and update service level agreements with service providers
\n\u2022Ensure that there is continuous communication between the recruitment team and internal and external stakeholders
\n\u2022Quarterly reporting on line manager and new employee experience survey and implementing corrective action where concerns are raised
\nTo manage the human resources of the recruitment department
\n\u2022Determine staff resources and plan accordingly
\n\u2022Develop and maintain suitable manpower capabilities of the department
\n\u2022Identify training and developmental needs of employees<\/p>\n
\nMinimum Qualifications:<\/strong>
\n\u2022Grade 12
\n\u2022 National Diploma or Degree in Human Resources Management
\n\u2022 Intermediate level of proficiency relating to the MS Office Suite (in particular MS Word, MS Excel and MS PowerPoint).
\nKnowledge and Experience
\n\u20223 Years practical experience of HR systems and software.
\n\u20225 Years practical application of general HR and in recruitment practice.
\nTechnical And Behavioural Competencies
\n\u2022Intermediate level interpersonal skills.
\n\u2022Intermediate level planning and organising skills.
\n\u2022Basic level understanding of budgeting and cost control.
\n\u2022Basic level understanding of strategic objectives.
\n\u2022Basic level Coaching Skills.
\n\u2022Basic level understanding of HR Principles, processes and procedures.
\n\u2022Basic level knowledge and understanding of relevant legislation.
\n\u2022Basic level problem-solving skills.
\n\u2022Intermediate level conflict management skills.
\n\u2022Basic level decision making judgement skills.
\n\u2022Intermediate level administration skills.
\n\u2022Intermediate level communication skills.
\n\u2022Detail-oriented.
\n\u2022Proactive
\n\u2022Tenacity
\n\u2022Autonomy\/ independence
\n\u2022Assertive
\n\u2022Decisive
\n\u2022Initiating action
\n\u2022Maintaining high work standards<\/p>\n