Talent Acquisition Manager

Requirements:

• Degree in Social Science/ Human Resource Management / Organisational Behaviour and Development or other relevant undergraduate degree.
• At least 7 years relevant experience within a HR function, 3 of which should be at a management level.
• Valid Drivers License.

Duties and Responsibilities:
Policy Implementation:

• Review and propose amendments to talent acquisition and HR administration SOPs as required.
• Ensure adherence to resourcing, probation, onboarding, HR administration and payroll policies and processes.

Workforce Planning and Market Analysis:

• Recognise and interpret developments and trends in the Group’s external and internal business environment specifically demographics and labour market environments.
• Identify, analyse and forecast the organisation's changing needs for human resources.
• Identify future skills sourcing pools (labour market, academic institutions) and develop strategies to attract human resources from these pools.
• Formulate the workforce resourcing strategy and plan and ensure its implementation against defined milestones and targets.
• Determine and advise management on the most appropriate deployment options taking cognisance of positions and funding availability (permanent, contract, outsourced, job splitting).
• Effectively manage pipelines for critical roles across the Group ensuring the currency of candidate information contained therein.

Recruitment Management:

• Consult with the Business on people requirements - to facilitate, advise and get operationally involved where appropriate.
• Partner with the Business to develop, implement and manage recruitment strategies.
• Ensure the job specifications for the roles clearly articulate the requirements and set out the expectations from successful candidates.
• Understand the relevant departments or site’s services in order to "market" the roles and attract the right talent.
• Provide professional support and advice on recruitment to line and corporate managers and advise managers on best practice recruitment and selection.
• Select the most appropriate sourcing models, platforms and tools.
• Manage the recruitment process and any vendors used (e.g. media, recruitment agencies), including overseeing: − the
• confirmation of the job profiles and personnel specifications − the job advertisements − the channel to be used − the application form design − preparation of other recruitment material such as brochures.
• Drive the selection process in accordance with organisational policy and the job specification, including managing: − the screening of applications − the shortlisting of applicants − the formulation and implementation of selection processes − the interviews − psychometric tests and personality questionnaires and various group activities − reference checking.
• Manage the appointment process, including facilitating the formulation and signing of the employment contract.
• Provide training in interviewing techniques to management.
• Ensure compliance across sites relating to mandatory and accurate employee information that must be maintained.
• Draft the HR communication to the Company regarding changes to employees (ins, outs and transfers etc).

Talent Integration:

• Ensure a smooth transition for new starters (grade DL and above and corporate office staff) into departments and onto site.
• Ensure new starters are part of the induction programme.
• Drive expectations discussions and conduct post-placement interviews.
• Manage and oversee probationary reviews and employee evaluations and send out confirmation of employment letters to employees in the DL and above grades and the corporate office who have successfully completed their probation.

Termination and Exit Management:

• Manage the exit interviews for staff.
• Consolidate exit data across all bands.
• Report on terminations and exit interview outputs.

Professional and Technical Expertise:

• Provide resourcing and HR administration expertise in cross-functional department meetings and with colleagues and external stakeholders to enable relevant decision-making.
• Participate in external forums to acquire more technical expertise, benchmark, and build understanding of market trends, new methodologies and leading-edge technology.

Recruitment Budget Management:

• Submit the budget for approval.
• Control expenditure against the budget.
• Report on financial performance on a monthly basis.

Payroll Management and Control:

• Draft and implement payroll administration and control policies.
• Drive adherence to payroll procedures.
• Coordinate and manage the entire payroll function to ensure processing deadlines and control requirements are being met.
• Manage calculation of and authorise payment of termination payments (resignation/retirement/redundancy).
• Manage the payment and reconciliation of bonuses.
• Manage the calculation, payment and reconciliation of payroll tax.
• Manage and authorise the administration, calculation, payment and reconciliation of all superannuation contributions and third-party payments.
• Liaise with management and staff regarding all pay enquiries.
• Ensure submission of all statutory payments and returns by deadline dates.
• Manage the preparation and reconciliation of monthly general ledger payroll journals.
• Manage the preparation and reconciliation of payment summaries.
• Oversee system upgrades.
• Establish and manage the payroll records management system, including archiving and filing.
• Coordinate workers compensation payments.
• Establish a system for checking and auditing all payrolls to assure compliance with policy and legislation.
• Manage projects as required to drive continual improvement and standardisation of payroll operations and systems.
• Authorise designated EFT payments.
• Oversee the maintenance and update of pay points.
• Manage the distribution and collection of payrolls and payslips.
• Oversee the safeguarding and preservation of payrolls in accordance with legal requirements.

Back Office Management:

• Establish and maintain an effective back office to drive human resource administration and to address related employee queries.
• Manage an effective document management system to ensure that employee information is accurately recorded.
• Manage and monitor the execution of human resource administration support workflows (including appointments finalisation, transfers, promotions, demotions, service exit administration, benefits administration, record updates and maintenance, leave, injuries on duty, long service rewards, allowances and deductions).

Analysis and Management Reporting:

• Analyse statistical data and compile reports and present them to executive and operational management as required.
• Build statistical models for the purpose of analysing and interpreting HR data.
• Provide forecasting inputs.
• Analyse management information on a daily basis to ensure targets are being met.
• Compile and submit management and statutory reports relating to human resource management for the Business.

Effective Teamwork & Self-Management:

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Support and drive the business and HR’s core values.
• Manage colleagues and client’s expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

Should you not receive a response within the next 2 weeks, please consider your application unsuccessful. Vacancies are advertised on our website, should you wish to keep abreast with our active roles.

IMPORTANT NOTICE
By applying to this advert you hereby acknowledge that you have read and accept the following Protection of Personal Information ACT (POPIA) disclaimer:
I hereby consent for Talented Recruitment to process my personal information as part of the recruitment process. Talented Recruitment shall take all reasonable measures to protect the personal information of applicants and for the purpose of this disclaimer “personal information” shall be defined as detailed in the Protection of Personal Information Act, Act 4 of 2013 (“POPIA”).