Job Title

Talent Acquisition Partner

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Job Description

The Organisation

The Video Entertainment segment of Naspers is a broad-based multinational media group headquartered in South Africa and Dubai with principal operations in pay television and video entertainment. The group operates in almost 50 countries in Africa. Its holding company, Naspers, is listed on the Johannesburg Stock Exchange (JSE) and has an ADR listing on the London Stock Exchange (LSE). International investors account for around 50% of its shareholder base.

An African platform operator, Video Entertainment’s expertise lies distributing media products, creating media content and selling advertising. Its key areas of operations are:

§ Pay Television: direct-to-home satellite and digital terrestrial television services; and

§ SVOD: subscription video on demand services across multiple online platforms with a focus on library and local content in developing markets

Operating in the majority of African countries, Video Entertainment is the leading Pay TV provider in most of the key African markets. Its strategy is to offer the best local and international content across multiple platforms to customers wherever they are.

The group’s strength lies in its focus on local language and culture, its entrepreneurial spirit and the quality of its workforce. Over the years Video Entertainment has built a successful track record of identifying trends early, adapting them for the markets in which it operates and leveraging them to maximum advantage. The group generates revenues mainly by collecting subscription fees, with a moderate contribution from advertising revenue. Its key objectives are to:

§ Build its Pay TV and SVOD subscriber base

§ Focus on investment and technology

§ Maintain a local approach

§ Provide quality service

§ Attract innovative and motivated employees

Purpose of the Position:

To partner with the business to deliver on Functional / Technical Talent Acquisition requirements as well as EVP and Employer Branding positioning.

Develop and execute a Talent Acquisition strategy and framework model in collaboration with HR Director, Business Executives and other HR colleagues as well as defining the processes and user experience design to be used for Talent Acquisition – for allocated Business Units

Key Performance Objectives

Tasks

Strategy Development Execution

  • Develop and Execute the clearly defined Talent Acquisition Strategy for allocated Business Units ensuring alignment with the business and people plan, informed in part by competitor and market intelligence
  • Provide input in the development of the overall TA strategic plan, policies, procedures, user experience designs
  • Work with Employer Branding Lead to conceptualise Employer Branding Strategy for respective business units and execute accordingly
  • Differentiate and develop strategic nuances for relevant target markets e.g Graduate, Professionals, Designers, etc for assigned BU’s
  • Consult on forecasting and talent planning discussions, using deep external insights (i.e. demographic trends, employment projections, education and skills research) to influence and develop competitive and sustainable talent solutions enabling the realisation of business unit and corporation strategies.
  • Execute the end to end TA process for all approved requisitions in assigned BUs
  • Influence HR COEs and HR Business Partners on respective HR Strategies informed by external and internal intelligence and data
  • Provide strategic direction and counsel to hiring executives and senior human resources managers regarding recruiting trends, concerns and opportunities
  • Proactive/exploratory introductions of top Talent to help drive strategy realisation

Benchmarking & Reporting

 

  • Produce monthly reports and make recommendations on improvements or opportunities for enhancement to the process, implementing initiatives to select scarce skills
  • Analyse data to help advise Clients and deliver on TA strategy

Stakeholder Management

 

  • Provide depth of subject matter expertise, consult, advise and coach key stakeholders to position the enterprise to win in the market powered by the competitiveness of its talent force.
  • Extensive Engagement with external suppliers, candidates and partners that includes relationship building, selling, marketing, influencing and managing
  • Develop appropriate and consistent communications internal clients and senior human resource partners to ensure a positive client and candidate experience
  • Sell, Influence, manage and close Manager and Candidate throughout recruitment cycle
  • Ensure Talent Researcher have the necessary information to deliver top talent an build the databases required

End to End Talent Acquisition

  • Lead intake call with hiring manager to discuss hiring need and search, recruitment and selection strategy. Consult, advise and negotiate using talent landscape data, research and other relevant market intelligence.
  • Craft effective job advertisement if required
  • Proactively screen passive candidates and conduct pipeline generation 
  • Screen candidates, determine suitability of applicant
  • Discuss long list and Talent map with Hiring Managers where necessary
  • Pitch and close Manager on Candidates to interview
  • Ensure priming and debriefing of Managers and Candidates before and after interviews
  • Provide expertise to Manager in the formulation of Interviewing questions and techniques to ensure best Candidate is selected and risk is minimised
  • Apply expertise to the recruitment life cycle
  • Lead total value employer proposition discussion with hiring manager to close Candidate
  • Manage candidate offer negotiation
  • Ensure correct offer is released to Candidate and Candidate Onboards
  • Manage risk throughout Recruitment process
  • Conduct at least two most recent references on all selected Candidates prior to offer
  • Ensure other integrity checks are concluded timeously
  • Manage declined applications
  • Ensure the necessary administration and technology activities are actioned
  • Apply relevant go to market strategies to uncover best in class passive talent
  • Action the continuous building and update of a Candidate database with a viable network including talented professionals (potential candidates) and with a focus on “best in class” talent at direct competitors as well as “best in class” companies

Governance, Regulatory, & Compliance

  • Provide input in the development of and ensure application of all Talent Acquisition related policies and procedures
  • Ensure adherence to company policies, procedures and relevant labor laws
  • Ensure that the entire TA process is conducted in line with and comply with legislation, HR Best Practices and with the Company’s policies, procedures, rules and regulations.

 

Qualifications

Essential:

A Bachelor’s Degree or NQF Level 7 equivalent qualification, preferably in Psychology/ Business Management/Commerce
Preferred:

Post Graduate Degree

Experience / Skills

A demonstrated track record (minimum of 5 recent years) of high performance in a mature strategic talent acquisition function with expertise in the relevant domain as a Talent Acquisition Partner (TAP), including a career focus in TA

§ Experience in managing senior stakeholder relationships, including the ability to support multiple leadership teams

Preferred

Deep Market Knowledge – 5 years plus. Competitors (TA and Business), Domain, Industry Intelligence and Talent Landscape in relevant domain
Specialist Recruitment Agency combined with Internal Recruitment experience

Technical Competencies

End to End Talent acquisition methods and processes
Driving Results
Leadership & Management
Relevant Legislation
Consulting, Marketing, Sales
Disrupter
Collaborator

Behavioral Competencies

Relationship Building
Strategic Thinking
Decision Making
Risk Management
Holistic Thinking
Persuading and Influencing
Coaching

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