Senior Specialist: Recruitment

Bring your possibility to life Define your career with us
- With over 100 years of rich history and strongly positioned as a local bank with regional and international expertise, a career with our family offers the opportunity to be part of this exciting growth journey, to reset our future and shape our destiny as a proudly African group.Job Summary

To provide advice and support in practice formulation and associated best practice improvement tactics; enabling the provision of specialist recruitment expertise.

**Job Description**:
Talent Acquisition and Selection:

- Define and ensure implementation of innovative sourcing strategies that will enable the establishment of a diverse pool of talent geared to meet the evolving needs of the Cluster Workforce Plan.
- Assisting in the negotiation of release dates and backfill requirements where applicable.
- Ensure timely on-boarding of senior hires and adherence to on boarding policies and procedures. Identification of critical senior vacancies - build proactive pipelines Agree transformation plans with the Cluster seniors including targets and timelines.
- Drive the Group’s transformation agenda. Together with HR Head, identify key senior roles for succession planning in the portfolios.

Stakeholder Management:

- Define, socialise and agree SLAs with BU's and HR Head’s against which all parties’ performance will be driven.
- Drive level of excellence within the Resourcing Team.

People Management:

- Oversee the activities of the Cluster Resourcing Team to ensure effective delivery of the agreed Workforce Plan, Talent Acquisition Strategies and Recruitment Governance and process.
- Develop a high performing team by embedding formal performance development and informal coaching.
- Encourage frequent knowledge sharing between team members.
- Determine and analyse development needs for the team and ensure that identified training requirements are budgeted for and executed.
- Establish and maintain a succession plan for the team. Interview and recruit new members of the team, including determining appropriate compensation levels with input from HR for HR.
- Create effective Workforce Plans and Recruitment demand plans for the Cluster Resourcing team to ensure that current and future business requirements can be met. Plans should be revised at least twice a year.
- Review and update the Cluster Resourcing department’s organisation structure and role profiles on at least an annual basis to ensure that they are fit for purpose and contain all the accountabilities of each team member.
- Motivate to and obtain approval from the Resourcing Head for any additional headcount for the team.
- Approve leave requests for team members and create leave plans to ensure adequate coverage.
- When required, initiate disciplinary processes for team members calling on support from Human Resources when required.
- Resolve grievances raised by team members and escalate only if required Address poor performance of any team member through the formal Performance Accelerator programme and ensure that continued poor performance is appropriately dealt with.
- Lead and development of a people management strategy for Resourcing Ensure processes, control requirements and risk management frameworks that impact the area are documented and understood by all members of the Resourcing team.
- Motivate team members and ensure that their efforts are recognized.

Business Management:

- Drive Strategic Resourcing Agenda through managing relationships with stakeholders, extended HR Community and Resourcing teams.
- Allocate duties to team members in order to achieve operational targets including prioritisation and work Schedules.
- Based on gaps identified, motivate requests to the manager for additional resources including people, budget and equipment. Obtain a thorough understanding of the Cluster’s strategy and explain it to team members in such a way that they understand the contribution they have to make.
- Explain targets and take accountability for the monitoring and achievement of performance objectives in the department in terms of employee satisfaction, customer experience, cost performance, return on investments, risk, compliance and governance requirements.
- Create quarterly and monthly plans to ensure delivery for the year.
- Manage departmental budgets including signing off of invoices and quotes within mandate.
- Escalate out of budgets or items higher than approved mandate to the next level manager. Rigorously monitor expenditure against approve budgets and put measures in place to address variances.
- Continuously identify areas for improved efficiency and reduced cost.
- Conduct basic statistical analysis to track performance variances and determine the root causes of errors.
- Make recommendations for productivity or process enhancements to process owners. Implement productivity improvement measures by coaching staff on any new processes or on their areas for improvement.