Job title : Senior Talent Acquisition Partner (Southern Suburbs (Cape))
Job Location : Western Cape,
Deadline : January 05, 2025
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Description This role is integral to our mission of attracting, hiring, and retaining the best talent while ensuring a seamless experience for candidates and hiring teams. As a Senior Talent Acquisition Partner, you will partner with hiring managers, leadership teams, and stakeholders to understand their hiring needs and deliver tailored recruitment strategies. You'll need to balance being a strategic advisor with hands-on execution, particularly when working with strong-minded, results-driven stakeholders.
RESPONSIBILITIES: Business Partnering: Build and maintain trusted relationships with hiring managers and stakeholders to understand their business goals and workforce planning needs. Act as a talent advisor, providing insights on market trends, candidate availability, and recruitment methods / processes. Effectively influence and manage expectations of strong-minded stakeholders, navigating competing priorities with tact and professionalism. Candidate Sourcing & Engagement: Develop creative sourcing strategies to attract top-tier talent, leveraging platforms like LinkedIn, job boards, social media, and direct outreach. Build a network of talent pipelines for current and future hiring needs through ongoing relationship management. Proactively identify and engage passive candidates, understanding their career motivations and aligning them with the company's goals. Relationship Building and Mentorship: Foster strong relationships with candidates, ensuring they have a positive and personalized recruitment experience. Serve as a consistent point of contact for stakeholders, maintaining open and transparent communication throughout the hiring process. Mediate and resolve conflicts or differences in hiring expectations, aligning teams to achieve the best outcomes. Train and mentor our Talent Coordinators/Juniors in the team, to foster growth for them while providing you with support with end to end recruitment tasks End-to-End Recruitment Management: Oversee the full recruitment lifecycle, from role scoping to onboarding. Conduct interviews to assess technical skills, cultural fit, and candidate motivations. Deliver comprehensive feedback to candidates and hiring teams, ensuring alignment at every stage of the process. Drive a data-driven approach to recruitment, providing regular updates and insights to stakeholders. Process Optimization: Continuously improve recruitment processes to enhance efficiency, stakeholder satisfaction, and candidate experience. Champion the use of recruitment tools and systems to streamline workflows and ensure accurate data management. Participate in special projects and employer branding initiatives aimed at improving the overall talent acquisition function.
Requirements
MINIMUM REQUIREMENTS: 5+ years experience in Talent Acquisition (ideally internal), preferably in a fast-paced dynamic environment. Experience in sourcing and engaging passive talent using platforms like LinkedIn, job boards, and recruitment systems. Proven success in filling hard-to-fill and senior to executive level roles. Experience managing complex recruitment processes from end to end (360 degree recruitment) Experience in employer branding initiatives and enhancing candidate experience.
KNOWLEDGE & TECHNICAL SKILLS Required: Knowledge of ATS systems Knowledge of the LinkedIn Recruiter platform Proficient in MS Office (Word, Excel, Outlook, PowerPoint).
Advantageous: Data analytics skills or exposure to data analytics Exposure to AI tools such as ChatGPT or Copilot
COMPETNCIES & ATTRIBUTES: Relationship Building: Strong interpersonal skills with a proven ability to develop meaningful, long-term relationships with both internal stakeholders and external candidates. Exceptional communication and influencing skills, particularly with strong-minded stakeholders to make the right decisions. High emotional intelligence, with the ability to navigate challenging conversations and drive consensus. Strong mentoring skills or exposure to leadership will be an advantage
Resilience & Adaptability: Ability to be brave and have tough conversations with senior leaders when there is a difference in opinion on a hiring decision. Thrive in high-pressure environments with competing demands, remaining composed and solution-focused. Ability to pivot and adapt to changing priorities while maintaining focus on long-term goals.
Forward Thinking: Holistic understanding of talent acquisition and its impact on organizational goals. Proactive problem solver with the ability to anticipate challenges and propose innovative solutions.
Detail-Oriented Execution: Strong attention to detail with an emphasis on delivering quality while balancing this with a high sense of urgency, at every stage of the recruitment process. Ability to manage multiple roles and priorities simultaneously, meeting tight deadlines without compromising standards.
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