A specialist warehouse and distribution company has an exciting opportunity for an experienced, customer service-oriented Talent Acquisition and Development Specialist in the Western Cape
The Talent Acquisition and Development Specialist is responsible for developing and implementing strategies to attract, retain, develop, and optimise an organisation's workforce, by being responsible for coordinating and managing the Talent pipeline for the future growth of our client, Recruitment, Vacancies, and the management Graduate program within ACMS.
They play a key role in implementing talent management strategies that align with the company's goals and ensure a high level of employee performance and engagement.
Grade 12;Relevant Diploma/Degree in HR/BA or related is preferredMinimum 3 – 5 years of experience in talent management, Recruitment, or a related field is essential.Experience in developing and implementing talent management strategies.Management of a Talent PipelineTraining and Development experience is essentialHeadhunting experience on external platforms (LinkedIN, Pnet,etc)Talent Acquisition Analyse current workforce capabilities and predict future talent needs;Ensure that the recruitment process is adhered to in line with the RPO process by all Managers;Collaborate with the RPO team to ensure hiring practices align with talent management strategies;Coordinate the recruitment process in line with ACMS B-BBEE targets, Employment Equity targets and recruitment policyBuild a pool of suitably qualified candidates per role for ACMS according to the business needs;Resolve or escalate queries to the National Ops Manager which may arise with the RPO and Hiring Managers;Ensure that daily and monthly meetings are held with the RPO team;Ensure that the Graduate Programme process is adhered toEnsure monthly check-ins with graduates are done to address issues or conflicts that may arise;Tracking of graduates to ensure the Graduate programme is adhered to; andEnsure the Graduate development is kept up to date and monitored upon promotion;Talent Development and Succession Planning Design and manage employee development programs including training, mentorship, and leadership development.Identify skills gaps and create strategies to address them.Identify high-potential employees and prepare them for leadership roles.Create and manage succession plans and career paths.Support career development initiatives and succession planning.Training and Development Identify skills gaps and create strategies to address them;Assist in planning, setting up, facilitating, and then reporting on training and development of employees.Ensure that employees who have completed Bursaries and learnerships are tracked for developed purposes for Management roles;HR Reporting and Administration Compile and maintain a weekly recruitment tracker and share it with MANCO weekly;Tracking of all vacancies using Workday reports;Ensure all stakeholders internally and at ACMS are kept up to date with the recruitment process;Assist the National Ops Manager with the compilation of HR stats for ACMS.Ensure that Authority to Recruit is signed off for all vacant positions according to the approved Workday Org structureManage recruitment time frames as per the RPO and the business SOP;Coordinate interviews with line managers;Ensure monthly feedback and reports are given to senior management regarding vacancies, progression of graduates, and Regional Development plansGather and compile reports on exit interview trends and provide feedback to the National Ops ManagerClient Relationship Build relationships with the functional heads to ascertain their talent needs and to assist them with their Development plans for their respective regions;Act as an ambassador of the ACMS brand by building relationships with applicants and continuous communication and feedback;Compliance Ensure the required documentation management processes and systems are in place to ensure compliance with internal and Adcorp policies and procedures;Ensure compliance with relevant legislation, company policies/SOPs, and corporate governance requirements.Ensure all positions have job profiles and are graded accordingly;Ensure that Managers adhere to the standardized job titles.
