MINIMUM REQUIREMENTS:<\/p>\n
\tAn NQF Level 7 qualification in Human Resources Management or equivalent.\u00a0
\n\tAt least five years of experience in recruitment and HR Generalist. Experience in mass recruitment projects is essential.
\n\tCandidate must have worked with SAP SuccessFactors or equivalent.<\/p>\n
ADVANTAGEOUS:<\/p>\n
\tSABPP Registration.<\/p>\n
KEY RESPONSIBILITIES:<\/p>\n
Recruitment<\/p>\n
\tPartnering with HR Team Leader to determine staffing needs.
\n\tManage day-to-day recruitment processes, ensuring that recruitment needs meet business objectives.
\n\tEnsure standardised recruitment processes and compliance to HR policy and associated recruitment regulatory framework, codes of good practice in recruitment, talent pipelining and workforce planning, across all SANRAL offices.
\n\tEnsure that recruitment procedure and selection documentation, including online process flow, is completed from commencement of recruitment process to completion by relevant parties, leveraging the HR Professionals (HRP) where required.
\n\tServe as primary liaison with recruitment providers.
\n\tManage the entire recruitment process for the respective area.
\n\tProvide input for offer and agreement of employment in consultation with HRP and\/or HR Team Leader.
\n\tSubmit role specifications on SANRAL\u2019s applicable external and internal job advertising platforms.
\n\tDraft regret letters and communicate to unsuccessful candidates.
\n\tEnsure all HR records in relation to recruitment processes are maintained.
\n\tNetwork and understand industry-relevant talent forums and communities, and actively engage these communities to ensure active pipelining.
\n\tHoist and support proactive Talent engagement sessions and forums.<\/p>\n
Recruitment Reporting<\/p>\n
\tProvide staff analytics and forecasts in terms of recruitment needs for the respective area versus appointments made and report on findings.
\n\tPresent key HR metrics and initiatives to the HR Team at staff meetings.
\n\tStrive for continuous improvement of HR processes.
\n\tProvide input into the workforce plan quarterly to support the business objectives.
\n\tProvide input for the quarterly reporting and update of the workforce plan, including budget information (actuals vs forecast), track progress in attaining the employment equity plan through the recruitment exercise.
\n\tProvide analysis on third-party spend versus the success of placements.
\n\tTactical project management of talent management service providers.<\/p>\n
Recruitment Administration<\/p>\n
\tUpload\/advertise vacancies on relevant portals.
\n\tScreen CVs according to job requirements.
\n\tArranging interviews with panel members and candidates.
\n\tSend out interview confirmation correspondence.
\n\tBooking boardrooms for interviews.
\n\tPreparation and printing of interview packs.
\n\tLiaison with candidates.
\n\tEmail correspondence.
\n\tBooking appointments for candidate fingerprint verification.
\n\tOversee all necessary employment screening within the respective area in line with SANRAL\u2019s recruitment policy.
\n\tCarefully scrutinise feedback received from the external screening company to ensure that employment reference outcome and other background screening feedback is satisfactory prior to extending interview invitations to shortlisted candidates.
\n\tNotify HR Team Leader of any issues of concern arising from the background screening outcome.
\n\tManage job seekers’ response handling for the respective area.<\/p>\n
go to method of application \u00bb<\/p>\n
Apply via company website ( N \/ A ) or<\/p>\n
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