Talent Acquisition Specialist

Talent AcquisitionAct as a talent advisor with key stakeholders to identify innovative recruitment strategies.Create and implement end-to-end hiring processes to ensure a positive experience for candidatesForm close relationships with hiring managers to ensure clear expectations for candidates and interviewersManage day-to-day implementation recruitment process, from conceptualization through to the completion of the offer of employmentOversee the creation and management of requisitions, including sourcing, screening, and interviewing qualified candidates.Implement recruitment best practices, ensuring that attracts the best-qualified candidates and keeps in line with industry trends.Conduct company needs analysis to identify scarce and critical skills requiredCreate job descriptions and interview questions that reflect the requirements for each positionSource applicants through online channels, such as LinkedIn and other professional networks, including referrals, passive recruiting, job boards, campus events, Internet mining, and networking events.Check candidates' references and credentials, verifying experience and backgroundsScreen and vet candidates to include salary negotiations serving as subject matter expert and point of contact.Oversee the onboarding process to ensure new hires are integrated smoothly and effectively into the organisationIdentify and implement improvements to the recruitment process.Build and maintain talent pipelines specific to the forward market and organizational goals.Partner with organisations such as universities, professional bodies and industry groups to access a broader talent poolStay updated on industry trends and best practices in all aspects of talent acquisitionMaintain records of all materials used for recruitment, including interview notes and related paperwork, to share with key stakeholdersTalent DevelopmentDevelop unique training programs to fulfil employees specific needs to maintain or improve job skillsCreate, organise, plan, and present various forms of skills development for employeesAssess training and development needs through surveys, interviews, and communication with managersDevelop collaborative employee development partnership with department leadership and HR support teamsConduct regular analysis of the organization's staffing needs, and feedback received from employee off-boarding, in relation to its strategic objectivesUse data to identify external training opportunities and/or develop and conduct presentations and training to improve skills, create competencies, and build knowledge of the staffProvide ongoing program reviews and update existing tools and resources to remain currentMaintain accurate and up-to-date career development records and reports.Employment BrandingDevelop and implement employment branding strategies that enhance the company reputation as an employer of choiceDevise and implement sourcing strategies to build pipelines for potential applicantsBuild a strong employer brand by promoting the Company value proposition to potential candidates and by showcasing the company culture, values, and benefitsReinforce the company brand through creating and implementing the end-to-end hiring process to ensure a positive employment experience for candidatesSeek opportunities to participate in job fairs, recruitment events, facilities management networking events, etc.Learning and DevelopmentManage and administrate learnerships, mentorship or any other formal training deemed necessary for the development of the Company L&D strategyCollaborate with Training Authorities/ Skills Development Functions and Services. Industry Bodies and external Service Providers to ensure that learnership programmes are managed efficientlyManage and monitor that Learnerships are effectively implemented, and the learner competency and retention rate is highManage and oversee learnership induction trainingAlign learning and development with the Employment Equity and Workplace Skill Plan goals targetsIntegrate Skills Development strategy with the National Skills Act and SETA scarce skills needsEnsure training needs identified by EE Committee are addressed and implement in consultation and in line with L&D strategy.Provide relevant Learning and Development input for Company BBBEE statistics.Analyse, prepare and present reports as required for the Business Leadership, outlining objectives and accomplishment of outcomes. And recommend best practicesSubmit Workplace Skills Plans (WSP) and Annual Training Reports to SETA as requiredConduct follow-up studies of completed training to evaluate and measure resultsEmployment EquityMonitor recruitment, promotion, learning and development processes in terms of achieving Employment Equity objectivesPartner with line management to ensure company EE plan is consistently practised, supported and adopted in line with management principals, policies, processes and proceduresSupport EE committee with all employment equity recruitment and training interventionsReport to relevant Management on the status of employment equity and highlight discrepancies, concerns and opportunities to overcome barriers for achievementPeople ManagementUpskill and coach hiring managers across business units on interview skills, job profile design, hiring practices and talent managementCoach and support leadership in methods to determine training needs, personal development plans, assessment methods and measurement systemsConduct regular meetings with management leaders to ensure compliance to career development plansConsult with and manage external recruitment agencies and ensure SLA's are in place with the companyEnsure teams are kept up to date of company recruitment initiatives, changes, and any new policies etc.Oversee, coach and manage the talent acquisition team in the full process of recruitment, from conceptualization through to the completion of the offer of employmentEnsure staff adherence and full compliance to all AFMS Human Resource and Labour Relations recruitment and talent management policies in line with legislation and codes of good practiceQualification and Experience RequirementsGrade 12Bachelor's degree (or equivalent) in human resources management or similar fieldAt least 4 years of experience in a talent acquisition or similar roleExperience in full-cycle recruiting, using various interview techniques and evaluation methodsExperience in using LinkedIn Talent Solutions to proactively source candidatesProfessional Registration BodyProfessional credential, such as HR Certification InstituteMinimum Knowledge RequirementsProficiency with social media, CV databases, and professional networksKnowledge of applicant tracking systemsProficiency in documenting processes and keeping up with industry trendsStrong knowledge of appropriate Acts (LRA, BCEA, EEA)Functional CompetenciesLeading and Supervising:Provides others with a clear direction on best hiring practices; motivates and empowers hiring managers; recruits staff of a high calibre; provides staff with development opportunities and coaching; sets appropriate standards of behaviorOral Communication: The ability to express oneself clearly in interviews, conversations and interactions with others.Interpersonal Awareness: The ability to notice, interpret, and anticipate others' concerns and feelings, and to communicate this awareness empathetically to others.Formulating  Strategies and Concepts:Works strategically to realize AFMS"s learning and development goals; sets and develops strategies; identifies and develops positive and compelling visions of the organization's future potential; takes account of a wide range of issues across, and related to, AFMS.Entrepreneurial Orientation: BrandingThe ability to look for and seize profitable Talent Acquisition opportunities; willingness to take calculated risks to achieve business goalsThoroughness: Ensuring that one's own and others' work and information are complete and accurate; carefully preparing development programmes; following up with others to ensure that agreements and commitments have been fulfilledDiagnostic Information Gathering: The ability to identify the information needed to clarify a situation, seek that information from appropriate sources, and use skillful questioning to draw out the informationApplying Technical Expertise: Applies specialist employee acquisition and talent management expertise; develops job knowledge expertise (theoretical and practical) through continual professional development; demonstrates an understanding of different divisional departments, job functions and skill requirements Additional Responsibilities and SkillsHave the ability to take on additional responsibilities. Incorporate the current and additional clients into existing processes and make effective decisions at strategic, technical and operational levels as and when that may be requiredKey result areasUnderstand role of reporting to the business and clientUnderstand interworking with various teams to ensure client financial compliancesUnderstanding that feedback and communication is critical to successAs a proudly South African brand, AFMS Group (Pty) Ltd will consider our commitment to transformation and employment equity goals for this positionÂ