Vacancies at Equity Bank Kenya

JOB PURPOSE

• Our purpose at Equity Group is transforming lives, giving dignity, and expanding opportunities for wealth creation. Consistent with our Critical Success Factor 1: ‘An organization culture that values people, enhances performance, and supports business’, this role is responsible for organizational development through the strategic learning agenda, addressing systemic and individual development of capabilities across the Equity Group, working in close collaboration with learning leads in all Group subsidiaries. 
• Reporting to the Associate Director – OD&E, Culture, & Change, the role holder will be primarily responsible for delivering an integrated learning and growth solution including the following: implementation of the Equity Group strategic learning framework, design, and delivery of innovative learning interventions, planning and execution of the annual training calendars for Equity Group (HO) employees, and leading key group-wide learning initiatives in close collaboration with subsidiary learning leads.

KEY RESPONSIBILITIES

LEARNING STRATEGY

• Collaborating closely with the Group OD&E lead, develop and implement the Equity Group strategic learning framework, including a robust learning plan, learning calendar, learning journeys and potential career maps for roles across the group.
• Multiply learning delivery strategies embedding technology and entrenching the 70:20:10 model
• Create and implement a learning policy for the Group.
• Play a leading role in the building and deployment of Group competency frameworks and develop learning pathways as a key outcome.
• Lead the creation of individual development plans (IDPs)and consolidate the outcomes to build both global and functional thematic learning priorities for the Group.
• Conduct robust training needs analysis and augment content generated from the consolidation of IDPs.
• Participate in strategic talent interventions including Talent Councils, Strategic Workforce Planning, Competency mapping, leadership assessments, Culture, and change interventions; and from these develop and publish a holistic picture of organizational learning needs.
• Develop learning budgets and provide justification for each intervention.

LEARNING DELIVERY

• Implement the agreed and signed off organization training plan for Group (HO) employees
• Oversee both group and individual learning programs across the Group, providing a consolidated view of learning across the group
• Participate in the TDC (Talent Development Committee) deliberations and provide expert support to the TDC members
• Source for learning providers, engage them and build a dynamic preferred supplier list relevant to current and future learning needs, cutting across multiple business capability needs. Find room for synergy to deliver cost-effective learning.
• Lead the development and implementation of the internal Subject Matter Expert (SME) driven learning programs covering multiple learning needs
• In close collaboration with the AD – OD&E, develop and deliver a line manager toolkit set of learning interventions to be run in-house within the Line Manager Capability program.
• Develop and disseminate internal communication covering the key people learning initiatives. Work closely with the communications team to deliver a timely communication concerning learning.
• Leverage existing engagement tools (Teams, Microsoft Learning, PowerApps, Yammer) to drive peer learning, gamification, accreditations, badging systems, information gathering, e.t.c.
• Structure and support knowledge sharing programs such as Lunch and Learn, intra-departmental and cross-functional learning initiatives.
• Coordinate and manage learning initiatives arising from related interventions such as Culture Development, Employee Engagement, Performance Management, Total Rewards, Wellness,
• Collaborate closely with functional trainers (SME) and consolidate training interventions, including tracking and reporting, training execution standards (i.e. quality of delivery, reference material, evaluation - Kirkpatrick model Level 1-4, annual refreshers, feedback, recognition of in-house trainers, ToTs, etc

NEW JOINER ON-BOARDING SUPPORT

• Participate in the design and regular review of the Group on-boarding guidelines covering new joiners, internal movers, internal moves, reintegrating employees, new line managers, and new leaders
• Develop cohesive learning communication plans for employees undergoing onboarding; these must cover all mandatory organization-wide learning.
• Support the development and management of the buddy system including identification and training of new buddies across the business.
• In consultation with Group business leads co-develop and implement department specific induction programs as part of the overall on-boarding plan
• Closely track and ensure complete execution of induction programs in the Group.
• Gather internal feedback plus global insights to continuously improve the onboarding standards at Equity Group with a strong focus on new joiner learning journeys
• Develop and communicate the annual calendar of activities covering all people initiatives within the Group Head Office and in alignment with subsidiaries. Manage group wide calendar of events

PERFORMANCE MANAGEMENT SUPPORT

• Conduct organization-wide training on the performance management framework, policy and procedures, tools and guidelines, performance management cycle and all related processes.
• Ensure all line mangers are inducted into critical people management capabilities within 3 months of appointment into a people management role.
• Support the successful cascade and implementation of functional balanced scorecards, team and individual business objectives, individual development plans and key milestone conversations.
• Consolidate performance related learning themes and include these in the learning plans for the subsequent performance year. Also, engage PIP document to glean out systemic capability issues and address these through learning.

TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT

• Support HRBPs in the facilitation of Talent Councils particularly training of Talent Council members in the process and outputs.
• Participate in the development of the employee engagement strategy, communication of the engagement calendar of activities, and delivery of all signature engagement activities
• Participate in the administration of the employee engagement survey, collation of results, cascade of results and action planning.
• Working in close coordination with the AD OD&E to design and deliver a compelling and cost effective leadership development roadmap and deployment of the same.
• Drive the embedment of the Equity Group leadership DNA through on-boarding and learning
• Lead the development and deployment of leadership assessment tools for all levels of leadership across the organization to support hiring, learning, succession planning, culture development, and employee engagement.
• Own and drive on the job learning through Talent brokerage, Job Swaps, Job Rotations, Attachments, secondments, cross-functional assignments, projects, etc
• Collaborate closely with the AD OD&E to develop and deploy Group wide mentorship and coaching programs
• Execute strategic learning agendas such as those related to the Graduate Management Trainee program.

LMS DEPLOYMENT AND MANAGEMENT

• On-board a robust on demand learning solution for all businesses as part of the overall learning strategy for the Group
• Deploy and administer the Groups online learning management system
• Regularly review the learning content for relevance and currency and continually source content in line with the Groups organization capability development agenda
• Map learning journeys for all roles within the online LMS and track systematic delivery of the same
• Generate leadership and line manager learning trackers and leverage the data to drive self-directed employee learning
• Work closely with Line Managers to ensure effective prioritization of core business skills and completion of all scheduled learning.

REPORTING AND ANALYTICS

• Build and generate learning analytics and reports for management consumption and for tracking execution. The reports will include: learning uptake rates; total average learning days per employee; cost of learning per employee;
• Employ the Kirkpatrick model (L1 – L4) to measure learning outcomes and report on the same
• Track all other off-calendar learning and report on the same

QUALIFICATIONS, PROFESSIONAL MEMBERSHIPS, EXPERIENCE, & ACCREDITATIONS, SKILLS & COMPETENCIES

ACADEMIC QUALIFICATIONS

• Minimum undergraduate degree in a business related field/social sciences
• Post graduate qualifications are preferred

PROFESSIONAL MEMBERSHIPS & ACCREDITATIONS

• Must be a Member of the IHRM, and be in good standing
• Professional accreditation in HR, Learning, Talent, or OD from a recognized professional body i.e. SHRM, CIPD, AIHR, CHRM, Cornell, e.t.c.

WORK EXPERIENCE

• Minimum 10 years’ progressive work experience in HR with a heavy bias in owning and leading learning in a large sized organization, at a management / senior management level.
• Significant experience in developing learning strategies and aligning them to corporate strategy
• Significant experience in developing learning budgets built on core business priorities
• Experience in curating learning journeys, developing curriculums, and delivering some learning interventions
• Experience in selecting, onboarding, and administering on-demand learning solutions, possessing a good current sense of LXPs
• Experience in developing blended learning solutions
• Experience in integrating talent interventions, performance management, and career planning into learning agendas
• Experience in building and deploying leadership development programs

COMPETENCIES & SKILLS

• Excellent commercial orientation and business acumen
• Excellent verbal and written communication and presentation skills
• Strategic thinking and problem-solving
• Excellent analytical and reporting skills
• Strong persuasion and negotiation skills
• Advanced stakeholder relationship management skills (internal and external customers, partners)
• Drive for results and execution skills
• Collaboration and team management skills
• Strong Planning and Organizing skills
• Excellent oral and written communication skills
• Coaching and mentorship skills

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JOB PURPOSE:

• Our purpose at Equity Group is lived in transforming lives, giving dignity, and expanding opportunities for wealth creation. Consistent with our Critical Success Factor 1: ‘An organization culture that values people, enhances performance, and supports business’, this role will provide strategic leadership in the area of Employee and Industrial Relations and oversee people governance obligations across the Group. The role holder will work in close collaboration with subsidiary Employee Relations leads to harmonise Employee Relations standards across Equity Group.
• Reporting to the Group Director of HR the role holder will develop ER&IR governance frameworks and provide policy advice and guidance on subject matters across the Group.  The role holder will develop organisational strategies to foster amiable employee and industrial relations both internally, and with external social partners. The role holder will also be responsible for designing and implementing disciplinary and grievance handling policies and procedures taking into account, application of law across all subsidiaries, our values, existent collective bargaining agreements, Group HR & Operational policies and procedures, and regulatory obligations.

KEY RESPONSIBILITIES

Employee Relations & Consequence Management

• Provide strategic advice to Group leadership on the management of employee relations and industrial relations across the Group subsidiaries.
• Develop, review and implement relevant HR Policies & Procedures, and provide employees and management with guidance on all matters arising thereof.
• Collaborating closely with subsidiary ER and Legal teams, advise Group leadership and senior management on employee relations matters, labour regulations, and emerging industrial relations trends across the Group subsidiaries.
• In liaison with the Forensic Department and or other concerned departments, line management, and employees, investigate or coordinate the investigation of employee cases relating to disciplinary and grievance matters.
• Oversee key aspects of employees’ separation procedures and communication to constantly protect the interests of the Group.
• Collaborate with line management and HRBPs to support the implementation of PIPs (Performance Improvement Plans) driving for positive outcomes, and where necessary guide line managers to appropriately handle any resultant disciplinary action.
• Train business leadership, line managers, and employees on legal affairs concerning employment.
• Train business leadership, line managers, and employees in best employee relations practices and strategies for managing employee grievances.
• Instil principles of Fair Accountability in Consequence Management processes and educate leadership and line managers on the application of the same.

Records Management

• Maintain accurate and consistent data, records, and statistics relating to all employee relations matters including the management of physical employee files, HRMIS employee records, observing document retention and disposal guidelines as per the law and internal policy requirements.
• Be custodian of all minutes for all employee relations related meetings.
• Provide secretarial support for employee committees and other forums such as Disciplinary and Grievance Handling Committees, Appeals Committees, Union-Management Meetings, OSH (Occupational Safety & Health) Committees, and other employee engagement forums designed to foster harmonious employee relations.

Governance & Risk Management

• Take central ownership of the Group HR risk and obligations register, providing guidance to all segments of HR on all matters concerning assurance.
• Lead the execution of RCSA (Risk Control Self Assessments) across the Group HR department and define global standards for implementation across the Group subsidiaries
• Coordinate all compliance and audit remediation activities across Group HR acting as a central point of consolidation for tracking and reporting on the same.
• Ensure compliance with internal audit standards, and risk standards through closure of risk and audit findings and observations within the agreed timelines.
• Closely track and report an all risk and audit exceptions across the group, leading closure of the same items through subsidiary counterparts.
• Maintain a Group HR Risk Register and Heat map updating it with new developments.
• Conduct a Risk Assessment of the Employee Relations and Industrial Relations environments across the Group and present a consolidated report to Group Leadership, showing the identified risks, potential costs, and recommendations to mitigate the risks.

Relationship Management

• Manage and maintain cordial relationships with internal and/or external partners, stakeholders, and suppliers including: Subsidiary Heads of HR Departments, Appointed Consultants, Trade Unions/Committees, Medical, Wellness, and Safety Providers, and related Consultants, Industry bodies (e.g. Kenya Bankers Association, Federation of Kenya Employers, equivalent subsidiary partners, e.t.c.), line managers, lawyers, Divisional Heads, Heads of Departments and Units, Branch Managers, and employees.
• Create strong partnerships with line Managers to plan and implement various human resources and labour relations initiatives that are consistent with overall business and labour strategies and contracts

Reporting & Communication

• Prepare substantive management papers, reports, recommendations, opinions, briefs, presentations, proposals relating to Human Resources internal committees for the consumption of Executive management, and the Board.
• In collaboration with the Group’s Communication department disseminate employee relations centred internal communication and monitor feedback.
• Monitor the industrial climate, make early identification of threats to industrial harmony and smooth running of the business, across all subsidiaries, and advise Group leadership accordingly.

Policy & Process Compliance 

• Coordinate employee discipline, and disciplinary processes among the locational committees and implement disciplinary policy accordingly
• Ensure compliance with good human resource practices, labour laws and good labour relations with the trade unions across all subsidiaries.
• Handle the investigation and disposition of grievances in a timely manner. Define the SLAs to be adopted across the group.
• Work tenaciously to proactively avoid and minimize all Group exposures to legal and regulatory penalties related to Employee Relations, including those arising from violations of employment legislation across all subsidiaries.

Representation

• Robustly represent Equity Group as the lead negotiator in Collective Bargaining negotiations, and in any trade disputes that may arise within the Industry. Closely support subsidiary ER leads in this respect.
• Work with union representatives and line Managers to resolve issues regarding operations, safety, discipline, and grievances across all subsidiaries.
• Interpret provisions of collective bargaining agreement to Group leadership and all employee members of the union.
• Internally review and manage law suits filed against the Group and its subsidiaries, by former employees on various grounds related to the conduct of their employment.
• Collaborate closely with legal counsel and other departments in the preparation for, and participation in negotiation with employee and labor groups, as well as in preparation for representation in court matters

Employee Wellness Support

• Implement and manage employee wellness strategies and policies to ensure a conducive working environment, employees commitment, and a great employee experience. 
• Coordination of the provision of counselling services to employees

Team Leadership

• Provide thought leadership to all Group entities on the area of people governance
• Mentor, train, coach and support all subsidiary ER leads and define high standards of operations across the Group
• Ensure adequate staffing of employee relations departments across the Group to provide robust timely support all leadership teams
• Ensure that there is a succession plan for each role in the Unit across all subsidiaries 
• Identify team training needs, develop a training plan, ensure each member attends training in line with the target number of learning days, and support the team members’ personal development. 
• Manage overall performance against Group objectives by providing performance objectives, conducting quarterly reviews and addressing raised concerns in the reviews
• Develop and implement career plans and development plan for each role in the unit

Key Organisational Support Expected

• Executive support to the Group Director, Human Resources 
• Provide ongoing direction and coordination of Employee Relations teams across all subsidiaries
• Provide ER & IR reports within agreed timelines
• Adhere to defined SLA’s, TAT’s and other issue resolution timelines
• Represent the Group in court hearings as directed by the Group leadership

Qualifications

KNOWLEDGE, SKILLS, QUALIFICATIONS AND EXPERIENCE REQUIRED FOR THIS ROLE

• The right candidate MUST possess sound working knowledge of: -
• Kenya Labour Laws plus exposure to Labour Laws of other African countries where the Group has its operations
• Handling Collective Bargaining Agreements between the key social partners across all subsidiaries e.g. KBA & BIFU for Kenya
• Comprehension, interpretation, and application of the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Development and implementation of Human Resources policies and procedures

Work Experience

• Minimum 7 years of continuous specialist Employee Relations & Industrial Relations experience in a busy Human Resources department within a large enterprise, and
• Overall a minimum 10 years Human Resources experience in various roles
• Solid experience engaging with labour social partners including Unions, Labour Offices, the industrial Court, and Employee Union Representatives
• Solid experience of convening Joint Consultation Councils with all social partners in the ER & IR space

Educational & Professional Qualifications

• Bachelor’s degree in Industrial Relations, Human Resource Management, or a business related field from a recognized University
• Professional Qualification in ER/IR, workplace Mediation, or a specific area of HR
• IHRM Membership is a mandatory requirement
• CPS qualification is desirable

Competencies

• Advanced oral and written communication skills with ability to clearly articulate ER/IR matters
• Demonstrate great tact, calmness, and persuasiveness in controversial and/or confrontational situations.
• Demonstrate advanced stakeholder management skills
• Strong interpersonal Skills
• Strong judgement and evaluation skills
• Advanced Communication skills
• Highly developed emotional intelligence
• Management of conflicts and dispute resolution
• Strong planning and organising skills
• Advanced negotiation skills

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JOB PURPOSE:

• Our purpose at Equity Group is lived in transforming lives, giving dignity, and expanding opportunities for wealth creation. Consistent with our Critical Success Factor 1: ‘An organization culture that values people, enhances performance, and supports business’, this role will deliver excellence in Talent Acquisition and On-boarding of both external and internal talent into the Equity Group.
• Reporting to the Senior Manager – Talent Acquisition, the job holder is responsible for developing appropriate talent acquisition strategies and managing the end-to-end talent acquisition process to deliver the right talent, at the right time, at the right price, and in the right way. Collaborating with the business and HRBPs the role holder will provide both consultative and transactional talent acquisition support to deliver a comprehensive and value added service, covering hiring needs across all levels.

KEY RESPONSIBILITIES
Planning

• Partner with hiring managers to translate business objectives into talent acquisition plans and strategies by conducting structured BICs (Business Insight Conversations); Document key outcomes in the BIC form and share a copy with the hiring manager
• Ensure all hire requisitions undergo the right hire authorisation process and that all approvals are in place ahead of commencing hiring iterations
• Offer a full consultative service to line managers with regards to the recruitment industry and market trends;
• Identify the key role and candidate requirements; agree to the sourcing and selection strategy; timelines; respective roles and accountabilities; 
• Obtain an updated JD from the hiring manager for use in the hiring process
• Agree on the selection tools to be used, stakeholders to be involved, number of selection iterations,
• Establish alignment to the organization structure, strategic workforce plan and budgetary provisions and ensure that all documentation are in place
• Gather insight on internal talent development initiatives relevant to the specific hiring activity. Consider any outcomes from the department Talent Council that may concern the subject role
• Guide hiring managers on policy and process imperatives ahead of the recruitment process and ensure understanding of the same

Sourcing

• Build innovative talent attraction strategies including career workshops, online campaigns, networking events, talent labs, participating in employer branding initiatives (especially online content creation and management), etc.
• Design and deliver a broad base of innovative sourcing strategies and solutions to meet business needs and generate diverse pools of applicants in keeping with our JEDI (Justice, Equality, Diversity, & Inclusion) agenda, plus the Equity Group Talent charter.
• Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the Equity Group employer brand.
• Multiply sourcing channels to include: research agencies; Online advertising (careers website, external job board postings); automated electronic candidate searches; Alumni networks; Database mining; Social networking sites; etc. 
• Contact potential candidates who have posted their information on the Equity Group Careers website and establish rapport then build a talent pool of CVs from these engagements, 
• Search in-house databases (talent lists, CV database), creating hot lists, keeping high quality declined candidates warm and on ‘potential prospect’ lists
• Network at professional and trade events, and careers fairs, and partner with state and institutional agencies engaging the labour market
• Engage and manage an external PSL of recruitment agencies, where required and regularly refresh the source pool of providers
• Partner with colleagues within the Equity Group subsidiaries to tap into international talent and leverage the Group talent brokerage program
• Participate in graduate recruitment events and activities (e.g. careers fairs), as required, including ELP events
• Build a network of global talent banks to tap into global talent especially talented Kenyans in the Diaspora looking to return 
• Implement a sound employee referral system and link if to the reward and recognition framework of the Group

Selection

• Develop a broad and diverse battery of selection tools for use across all levels and types of hire to appropriately meet business needs within the Group selection matrix
• Leverage the existing HRMIS to conduct electronic selection processes including self-elimination pre-screening questionnaires to manage long lists
• Shortlist CVs against the job requirements actively reviewing and challenging the diversity of talent pools
• Conduct efficient end to end applicant management for each job requisition i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with other HR teams and hiring managers for necessary support
• Create schedules and plans for all relevant assessments (including online aptitude and competency assessments), multilevel interviews, and stakeholder meetings between candidates and stakeholders as described in the selection process
• Brief and prepare candidates for interview and other phases of the selection process
• Conduct preliminary assessments, as required, assessing candidates’ talents, fit and readiness, setting realistic role expectations.
• Carry our pre-screening interviews and generate pre-screening summaries for use by hiring managers
• Lead and participate in selection processes including interviews, assessment sessions, etc.
• Advise hiring managers on the appropriate assessment tools for different roles, developing relevant interview questions and analysing selection reports, where applicable, to assess the implications of candidates’ strengths profiles
• Advise hiring managers on which candidates to progress to the next stage, ensuring the right decisions are made, challenging the business’ recommendations as required
• Complete a minimum set of pre-employment vetting, at interview stage, in line with the Group Talent Acquisition policy, Group Pre-Employment & Employee Background Screening Process, and Group On-boarding Policy. Ensure to complete the listed pre-offer checks.
• Manage any rejected candidates who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained
• Co-ordinate timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates. 
• Update interview notes within the HRMIS or relevant document and ensue timely and appropriate completion of the same by co-interviewers.

Hire-Offer Management

• Ensure all required approvals are in place ahead of making any offers and where offer propositions fall outside the recommended range, the appropriate exception approval process is followed
• Where international moves are involved ensure to trigger the correct policy provisions in consultation with the relevant stakeholders to generate appropriate offers
• Negotiate offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with key stakeholders to establish competitive, effective total reward packages in line with budgets and internal policies
• Ensure correct and timely contract issuance following verbal offer, keenly observing the timelines in the refreshed Equity Group new joiner on-boarding checklist
• Where expatriate hires are involved ensure to generate timely assignment letters, and trigger the initiation of relocation services within the process and terms of the assignment policy and contract.
• Collaborate closely with the Global Mobility Manager to ensure seamless handshakes.

New Joiner On-Boarding

• Fully own the pre-start (Day -21 to Day 0) on-boarding of new joiners guided by the refreshed on-boarding guidelines and the New Joiners On-boarding checklist; maintain regular contact with the candidate post offer and keep them warm
• Ensure seamless handshakes with Hiring Managers, buddies, and other stakeholders consistent with the milestones listed in the on-boarding checklist
• Collaborate closely with the Hiring Managers to deliver a 7-star experience across every touch point of the employees’ recruitment process, through on-boarding, and probation period.
• Ensure all pre-employment checks are completed in line with the pre-vailing policy meeting all minimum standards and exceeding where possible
• Escalate all pre-employment vetting discrepancies to the AD – OD&E, Culture & Change in good time and drive for swift resolution, keeping the candidate sufficiently informed and updated where delays might occur
• Follow up to ensure creation of new joiners in the HRMIS and ensure all systems setups and requisitions are completed well in advance of start date, including completion of the following: issuing of employment contracts and on-boarding packs, timely employee ID creation, notifications to hiring managers, organization announcements, confirmations of start dates, etc.

Risk & Governance

• Own and coordinate pre-employment vetting checks in line with the policy provisions, on-boarding guidelines and the on-boarding checklist
• Keenly manage all recruitment related vendors including pre-employment vetting providers, search partners, assessment partners and maintain our global standards of partner engagement, upholding our values at every stage
• Deploy the most current versions of new joiner documentation used in all hires, i.e. employment contract templates, employee information forms, Declarations, discrepancy escalation forms, interview score-sheets, etc.
• Properly file all hire authorisation documents including emails and exception approval forms in the employee’s file and ensure that each form is duly completed and signed by the relevant authority
• Work closely with the Group and subsidiary HR shared services teams to complete the maker-checker iteration when creating a new joiner profile in the HRMIS
• Collaborate closely with the Global Mobility Manager to support the off-boarding process for international employees to ensure all work permits are cancelled in time and all relevant parties are notified of key changes.

Relationship Management & Training

• Cultivate effective working relationships with all stakeholders involved in the talent acquisition and on-boarding process i.e. candidates, hiring managers, candidates, search partners, vetting partners
• Regularly educate all stakeholders on talent acquisition processes and tools, policy requirements, and foster understanding around our employee value proposition 
• Plan and execute refresher trainings to ensure all hiring managers are equipped to conduct effective selection processes in line with the Talent Acquisition policy. At the minimum, train all line managers in CBI (Competency Based Interviewing) principles.

Reporting

• Build robust quarterly hiring reports covering the following: status reports, Quarterly average Time to Fill (TTF), Rookie Retention Rates, New Joiner On-boarding Survey Feedback, Vacancy Risk, Budget Variances, Replacement Cost Creep, Consultant Costs, etc.
• Collect Voice of Customer Feedback (TA-NPS) from Hiring Managers, Candidates, Vendors, etc

 
Qualifications
 
KNOWLEDGE, SKILLS, QUALIFICATIONS, AND EXPERIENCE REQUIRED FOR THIS ROLE

Academic and Professional Qualifications

• Minimum Bachelor’s Degree or recognised equivalent from a recognised University
• Member of IHRM or other recognised professional body
• Specialist professional qualification in Talent Acquisition are desirable

Work Experience

• Minimum of 5 years Talent Acquisition experience in a busy large enterprise, either as a specialist or in a generalist role where Talent Acquisition was at the minimum 70% of the role accountability
• Sound experience as an implant recruiter or within a search firm with sophisticated partner account management processes is also welcome
• Experience handling high volume recruitment as well as specialist and senior roles
• Understanding and experience of developing talent acquisition strategies, sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget. 
• Good knowledge of the talent landscape in the within the Group’s markets of operation
• Hiring in any of Big-tech, Oil & Gas, Mining and Extractives, insurance industries is desirable experience
• Well-developed consulting skills and experience in translating business objectives into Talent Acquisition solutions through robust Business Insight Conversations
• Knowledge of / exposure to relevant employment legislation (e.g. employment act, data protection act,)

Skills and Competencies required for this Role.

• Advanced Stakeholder Management Skills
• Research Skills – Digital search skills are critical to the success of this role i.e. Mining professional networks such as LinkedIn
• Strong networking skills
• Ability to write complex reports for stakeholder consumption, includes professional interview outcome summaries and pre-screening summaries
• Strong planning and organisation skill
• Drive for results
• Advanced consulting and business partner skills