Manager: Talent Acquisition and Optimization

Description

• The main function of the role is developing and driving the recruitment team in support of internal and external workforce requirements while optimizing organizational structures and will provide leadership and direction to the function
• The manager will be responsible for the end-to-end recruitment process
• The range of services includes selection, negotiation and finalization of the contracts with the candidates in addition to other personnel related support
• Working closely with the Business Efficiency and the Finance division and internal hiring leadership to identify, attract and recruit top talent by aligning to business priorities through efficiently designed organizational structures and workforce plans
• Critically reviewing and recommending ways of creating a diverse and agile organization through recruitment, optimization, and retention practices

Duties

• Strategic Direction:
• Support with develop strategies based on business plans to enhance attraction of top industry talent
• Provide strategic direction for the Bank Windhoek on recruitment initiatives to find the best talent in the market
• Partners with HR and business stakeholders to research and provide recommendations on talent solutions and/or initiatives to help support the AsOne business strategy/goals. Work closely with Business Partners and Line management to understand the current and future workforce needs of the organization
• Stay informed of trends and innovative recruiting techniques in order to be competitive in state-of-the-art recruiting practices and analyse market trends and identify/anticipate future business talent needs
• Represent recruitment function internally, including to senior level staff, and externally
• Support and implement Diversity, Equity and Inclusion initiatives
• Recruitment Process:
• Direct best practices and standard operating procedures
• Accountable for sourcing and recruiting for all roles within the Bank Windhoek, with a specific emphasis on key and critical roles
• Manage the requisition approval process and allocate open requisitions appropriately to external agencies as needed
• Responsible for sourcing and evaluation of innovative recruitment tools suitable to the needs of the group
• Manage the online recruitment acquisition system for the region
• Responsible for building a pipeline of qualified leadership talent for current and future roles
• Ensure interview and selection process is delivered consistently and within the framework of internal and national policies and guidelines. Responsible for the Standard Operating Process
• Trains the HR Business Partners, Recruitment team and Line Managers to provide exceptional candidate experience. Utilize, adhere, and train employees on recruitment systems, policies, procedures, tools and templates to ensure streamlined, effective, and high-quality services are delivered, with regular recruitment metrics and reporting on progress
• Provide leadership for improving systems, processes and tools for enhanced sourcing
• Vendor Management:
• Coordinate with all 3rd party vendors to ensure that all services related to Talent Acquisition are meeting the needs of the organization
• Responsible for managing the interaction between vendors with regard to the recruitment of both temporary as well as permanent employees should there be a need for such interaction
• Responsible for managing fee structure when dealing with recruitment agencies.
• Responsible for the sourcing, evaluation and selection of external service providers for the provision of e-recruitment platforms, ensuring that the requirements of the company are met within budgetary constraints and procurement policies and procedures
• Responsible for the sourcing, evaluation, selection and management of competent and credible psychometric assessment service providers
• Ensures that all eligible Human Capital staff within the Recruitment chain receive adequate training on all systems as required
• Liaises with governmental bodies to ensure adherence to National Recruitment strategies and requirements
• Budgeting:
• Responsible for providing input into the compilation of the budget and ensuring that this budget is well within limits and not overspent.
• Liaises and coordinates budgetary requirements and control in collaboration with the Finance department.
• Collate and produce monthly and annual budgetary projections.
• Workforce Planning, Optimization and Organizational Design:
• Be an integral part of workforce planning to anticipate future needs and develop strategies to attract talent
• Partner with organizational leaders and their senior teams to ensure alignment of strategic workforce plans with strategic and operational business plans to achieve objectives
• Coordinate and facilitate the preparation and submission of the annual workforce budget in collaboration with key stakeholders
• Ensure that Organisational structures are updated to reflect correct titles, reporting lines and job grade
• Ensure that Organisational structures are approved by the relevant authorities and uploaded on to the relevant HR systems
• Provide input and advice on localisation of workforce with special emphasis on diversity and inclusion of designated groups to achieve organisation targets
• Job Descriptions and Evaluations:
• Develop and maintain a repository of all Job Descriptions and Job Grade Evaluations
• Ensure reviews of job content and where applicable job grading at least every three years
• Assist HRBPs and line managers in the development of new job descriptions and with the amendment of existing job descriptions
• Establish a Grading Committee for the evaluation of Job Grades and ensure compliance to the relevant policies and procedures
• Talent Attraction:
• Responsible for following a pro-active approach to recruitment by visiting schools / universities and polytechnics in order to attract the best talent available
• Represent Bank Windhoek at job / career fairs and other recruitment related functions as necessary in search of young talent with the required skills and experience for positions within the group
• Attend and ensure team attendance at conferences, career fairs, and special events to promote Bank Windhoek as an employer
• Support diversity initiatives and programmes across all departments within the Bank to help enable diverse talent acquisition and development
• Market external talented applicants to various line managers within the Bank and establish and maintain talent maps of internal and external talent
• Design and implement Graduate Development Programme (GDP) through identifying skills gaps within the organisation
• Guide Graduates and Supervisors through regular interactions on GDP objectives and periodically assess progress
• Recommend amendments, extensions or permanent appointment of GDP participants in collaboration with Supervisors
• Reporting:
• Provide regular reporting to line managers and executive team on the effectiveness of the recruiting pipeline and recommend strategies to improve
• Maintain statistics and prepare and submit quality reports as requested
• Develop and track effective recruitment metrics
• Comfortable working with data to derive insights regarding trends and events
• Contribute to EMT and Board reports
• Administration:
• Ensure new employees are correctly loaded onto the relevant systems timeously
• Establish and maintain a repository of Job Descriptions and Job Grade Evaluations
• Maintain and manage external databases and ensure access to relevant staff if and when required
• Maintain updated access rights to staff and management on the e-recruitment and assessment platforms
• Regularly review and update relevant policies and procedures and SLAs where applicable
• Team Management:
• The Manager Talent Acquisition will be expected to work in close cooperation with other members of the HC team
• The Manager Talent Acquisition will be expected to work in close collaboration with Head Talent & Leadership Development
• The mentoring and coaching of younger team members would also be an intrinsic part of the role. Mentor and coach staff on identified performance gaps across the HC value chain by discussing these gaps and agree on appropriate action to be taken
• Manage recruitment consultants to provide support when recruitment demands are high or to meet specialized recruitment needs
• Ensures that Recruitment Consultants have appropriate talent acquisition plans, capability and resources to deliver the plans
• Fulfil a coaching and mentoring role for the Recruitment Consultants and line management through building on the significance of human resources in the organisation
• Leader of a team of Recruitment Consultants, raises standards in the function and continues to improve HC delivery and the capability of the team
• Manage performance of staff through performance agreements ensuring clear key performance indicators, agreeing on goals and objectives, providing regular feedback on performance, recognizing and rewarding achievement and take
• appropriate corrective action where required
• Motivate staff to perform and contribute to the success of the business by creating an environment of teamwork and by engaging with staff (and keeping staff informed) and through encouraging participation in decision making processes
• Maintain a high performing team and ensure an environment for optimal performance is created by identifying a talent pool through conducting career conversations and utilizing the talent grid principles and by developing talent retention programmes
• Sets out the direction of the team capability regularly for support service departments, branches and plan how to develop the capabilities

Requisites

• Qualifications: At least a Bachelor’s degree in Human Resource Management / Industrial Psychology or Behavioural Sciences Experience: At least 5 - 8 years general HR experience, preferably in a recruitment environment Proven experience in Organisational Design and Workforce Planning and Profiling At least 3 years Management level experience

Notes

• Only shortlisted applicants will be contacted