KEY ACCOUNTABILITIES & DECISION-MAKING AUTHORITY
Talent Operations Accountability:
Recruitment Operations & Execution: End-to-end recruitment process execution within strategic framework set by Talent Manager: job posting, candidate screening, interview coordination, offer management, onboarding. Execute recruitment according to defined timelines and quality standards. Manage candidate experience and communication.
Recruitment Requisition Management: Manage 15-25 active recruitment requisitions across multiple agencies and levels. Track pipeline, manage hiring manager relationships, escalate delays or quality issues to Talent Manager.
Onboarding Program Delivery: Execute onboarding for new hires: ensure paperwork completion, system access, benefit enrollment, first-week orientation. Coordinate first 90-day integration; gather feedback from new hires and hiring managers on onboarding quality.
Talent Data & HRIS Management: Maintain accuracy of talent related HRIS data: applicant tracking, recruitment metrics, employee records as they pertain to talent module. Monthly data reconciliation and clean-up. Generate recruitment pipeline reports and hiring metrics.
Performance Management Support: Administer performance management cycle (if applicable): scheduling, template distribution, deadline management, collation of performance data. Support managers with performance conversation guidance.
Retention & Engagement Initiatives: Execute engagement and retention programmes designed by Talent Manager: pulse surveys, recognition programmes, engagement events, stay interviews, exit interview coordination. Identify at-risk talent and escalate to manager.
Talent Review Facilitation: Assist with talent review sessions: coordinate scheduling, prepare materials, document succession planning decisions, maintain talent pipeline documentation.
Learning & Capability Execution Accountability:
Learning Programme Delivery: Co-deliver or facilitate learning programmes designed by Capability Manager: leadership development workshops, skills academy courses, team training sessions. May co-facilitate or support external facilitators.
Onboarding Learning Integration: Integrate learning elements into onboarding process: ensure new hires access foundational learning (role-specific skills, culture orientation, system training). Create tailored onboarding plans aligned to role-specific capability needs.
Microlearning & Just-in-Time Learning: Curate and deliver bitesized learning content in response to immediate capability needs (system training, process updates, compliance training). Use learning platforms to deliver microlearning modules.
Learning Programme Logistics & Coordination: Coordinate learning programme delivery logistics: scheduling, participant registration, venue/meeting management, materials preparation, participant communication.
Learning Effectiveness Support: Administer learning programme evaluations (participant feedback, completion tracking). Collect learning transfer evidence (manager observations on participant application of learning). Report learning delivery metrics to Capability Manager.
Coaching & Mentoring Support: Facilitate connections between mentors and mentees; may provide peer coaching or developmental conversations. Support coaching programme administration.
Capability Assessment & Development Planning: Support capability assessments during onboarding or performance reviews. Help individuals identify development needs and connect to appropriate learning resources.
Cross-Functional Execution Accountability:
Employee Experience Coordination: Coordinate with People & Culture team on engagement initiatives and culture activation activities. Help create positive employee touchpoints and communications aligned to Signature EX framework.
Stakeholder Relationship Management: Build relationships with agency leadership, hiring managers, HR partners, employees, and external recruitment partners. Respond to inquiries; provide HR support at operational level.
Data & Analytics Support: Compile talent and learning metrics; create reports; assist with data analysis projects commissioned by senior managers. Quality assurance of data inputs.
Process Improvement & Documentation: Identify process inefficiencies and bottlenecks in talent and learning operations. Suggest improvements; maintain documentation of processes and procedures.
bRequired Experience:
Minimum 3-5 years in Human Resources, Recruitment, Learning & Development, or related operational HR roles
Demonstrated experience in recruitment coordination, onboarding, or HR administration
Experience with HRIS systems and recruitment platforms
(applicant tracking systems)
Experience managing multiple concurrent projects/ requisitions with attention to quality and timelines
South African HR context: Knowledge of South African employment law basics, recruitment regulations, compliance requirements
Preferred Experience:
Experience in a Collective or holding company structure with multiple operating companies
Experience with learning programme logistics or training coordination
Experience in engagement programme execution or employee events coordination
Advertising industry exposure (creative talent dynamics preferred but not required)
Experience with multiple recruitment channels and recruitment technology
Data analysis or basic analytics experience (spreadsheets, reporting)
Required Qualifications:
High School Diploma/National Senior Certificate (minimum)
Post-secondary qualification in Human Resources, Business Administration, or related field strongly preferred
Preferred Qualifications:
Diploma or degree in Human Resources, Business Administration, or related field
Certification in HR (e.g., SABPP HR Fundamentals) or Recruitment (e.g., Recruitment Certification)
Certification in Learning & Development fundamentals
Advanced Microsoft Office proficiency (pivot tables, VLOOKUP, dashboarding)