Human Capital Practitioner – Talent Acquisition (Recruitment & Selection)

Overview

A vacancy has arisen for a Human Capital Practitioner - Talent Acquisition within the M&G Human Capital team. The HC Practitioner in Talent Acquisition (R&S) supports the recruitment and selection process, aligned with the HC People Plan. This role partners with line managers and HC colleagues to attract, select, and onboard high-quality talent, ensuring alignment with organisational values. The individual is accountable for achieving results through self-management over short-term periods (0-3 months).

Key Responsibilities

• Provides support to HC colleagues and line managers by implementing recruitment and selection solutions based on an understanding of internal client needs and industry trends.
• Executes recruitment processes, including job postings, sourcing, screening, interviewing, and extending job offers, ensuring alignment with organisational values and requirements.
• Utilises Applicant Tracking Systems (ATS) and recruitment tools to manage the candidate pipeline, track recruitment metrics, and generate relevant reports for analysis.
• Partners with HC Business Partners (HRBPs) to implement talent acquisition initiatives and workforce planning processes that align with the people plan.
• Ensures a positive candidate experience throughout the recruitment lifecycle, from application to onboarding, maintaining high standards of engagement and communication.
• Contracts with clients to deliver recruitment solutions over a 0-3 month period and adheres to HC governance standards and recruitment controls.

Attributes, Qualifications, Skills & Experience

• 1-3 years in a Human Capital Support role or similar role.
• Bachelors degree / National Diploma in Human Resource Management.
• Experience with an Applicant Tracking System and/or LinkedIn Recruiter.
• Experience working in an in-house and ideally agency capacity.
• Previous experience of end-to-end recruitment.
• Headhunting and direct sourcing capabilities.

Competencies & Personal Attributes

• Core Competencies
  • Business Acumen
    • Application: Understands recruitment needs within the context of organisational goals and market trends, ensuring talent acquisition strategies support business priorities.
    • Key Dimensions: Customer Knowledge, Market Awareness.
  • Data Literacy
    • Application: Collects and analyses recruitment data from ATS and other tools, generating insights that inform talent acquisition strategies.
    • Key Dimensions: Data Analysis, Trend Identification.
  • Digital Agility
    • Application: Utilises ATS and digital recruitment platforms to streamline processes, manage candidate interactions, and improve the efficiency of recruitment operations.
    • Key Dimensions: Technology Empowerment, System Optimisation.
  • People Advocacy
    • Application: Ensures a positive candidate experience by advocating for engagement, transparency, and communication throughout the hiring process.
    • Key Dimensions: Candidate Engagement, Inclusive Practices.
  • Execution Excellence
    • Application: Delivers recruitment processes on time, maintaining high standards and aligning with HC governance policies.
    • Key Dimensions: Action Orientation, Task Management, Compliance.
  • Specialist Competencies
    • Awareness and Attraction
      • Functional Areas: Talent Acquisition, Employer Branding.
      • Application: Supports initiatives to attract top talent through branding and sourcing strategies that align with organisational values.
    • Operations
      • Functional Areas: Compliance, Policy Adherence.
      • Application: Ensures recruitment activities adhere to organisational policies and legal standards.
    • People Experience and Culture
      • Functional Areas: Candidate Experience, Onboarding.
      • Application: Focuses on providing a seamless candidate journey and a smooth onboarding process to foster early engagement and alignment with organisational culture.
    • Behavioural Competencies
      • Customer Focus: Understands and meets the needs of internal clients and candidates, delivering a high-quality recruitment experience.
      • Collaboration and Teamwork: Partners with line managers and HC colleagues to execute recruitment strategies that meet organisational needs.
      • Attention to Detail: Ensures accuracy in candidate data, ATS management, and compliance with recruitment policies.
      • Adaptability: Stays flexible in response to changing recruitment needs and adjusts strategies as necessary to attract the right talent.
      • Analytical Thinking: Utilises data and trend analysis to make evidence-based decisions, improving recruitment processes and outcomes.

About us

M&G Investments is a global asset manager with operations in 28 countries, around 5.5 million retail clients and R8.0 trillion in assets under management and administration. We are also one of South Africa’s top 10 asset managers, with approximately R306 billion* in assets under management.

For 30 years we have built up an admirable local track record for delivering consistently strong performance over time. Our aim is to help our clients achieve their financial goals, whether investing towards their first house, their children’s education, or making sure that they have enough funds to retire comfortably.

We work closely with experts across M&G plc’s worldwide operations to bring clients access to the latest technology, investment ideas and research. We incorporate sustainable thinking in everything we do, from the way we run our business to the impact we have on the planet and our communities. To help us achieve our vision, we’re looking for exceptional people who live our values of care and integrity and who can inspire others, embrace change, deliver results and keep it simple. We’re looking for people who will enjoy the challenge of working in an ambitious business that’s set on transforming the industry.

We are building a diverse and inclusive environment where everyone can thrive. In order to meet the objectives set in our Employment Equity plan, preference may be given to suitably qualified candidates from designated groups.

*As at 30 June 2024