Summary
Date Posted: Friday, January 26 2024, Base Salary: Not Disclosed

JOB DETAILS:
Do You Have What It Takes?
The MANAGER: TALENT ACQUISITION will be responsible for managing, supporting and monitoring daily operations of Talent Acquisition unit, in line with the relevant legislation, policies, strategies, processes, procedures and required standards, and in alignment with the company strategy.

Duties And Responsibilities:
Manage and coordinate Talent Management Units operational planning and strategy alignment processes.
• Provide input into the development of the Talent Management units strategies and plans
• Formulate and manage the execution of Talent Acquisition units operational plan and objectives in line with the company’s operational plan
• Drive the implementation of the Units strategy, plans and procedures to support Talent Management strategy
• Develop and review policies, processes, practices, procedures and systems related to the activities of the Unit
• Monitor and ensure achievement of the strategic objectives in the Unit
• Contribute to the development of the Units annual performance review report
• Provide guidance, expertise and advice to other company functional areas on Talent Acquisition trends and best practice
• Forge close relations with other business functions managers to ensure effective service delivery
• Liaise with all other Human Resource Management functions to ensure that services are maintained

Manage and monitor the execution of Talent Acquisition strategies, plans and processes.
• Design an integrated Talent Management strategy, approach and policy for the organization based on best practices and most recent theory that address the needs and expectations of companys various stakeholders
• Assist in defining Employee Value Proposition (EVP) in accordance with companys vision, mission, strategic objectives and organisational culture
• Manage and coordinate the design of initiatives, processes and systems required to drive the talent management strategy
• Advise Business Partners with, and influence functional leaders on, the operationalization and execution of the talent acquisition vision and strategy
• Conduct research and keep abreast of new Talent Management models, programmes, processes and best practices

Manage and monitor execution of Talent Acquisition services:
• Develop talent acquisition operational plans and procedures based on company business needs
• Conduct talent demand forecasting activities
• Develop and implement pro-active plan and processes to recruit new talent
• Manage the implementation of the recruitment plan
• Coordinate and support on-boarding of new employees, as well as off-boarding processes i.e. conducting exit interviews
• Develop and coordinate processes to manage talent and careers planning programmes
• Develop succession planning framework and facilitate the implementation thereof
• Coordinate and support talent reviews
• Manage the analysis of recruitment metrics, such as time-to-hire and source of hire
• Manage company recruitment events (job fairs, career days, in-house recruitment events)
• Design and manage the implantation of various recruitment approaches for different positions
• Establish assessment methods to test candidates on job-related skills
• Manage all external/internal vacancies, which include but are not limited to job advertising, pre-selection, selection, offer negotiations and communication with the business units and candidates
• Develop database of high-potential talents relevant to company core functions from external/Internal candidates
• Manage all Graduate recruitment campaigns for different business units, including internship training, which include but are not limited to campaign marketing, communication, sourcing and screening
• Develop best practices to leverage the company brand in order to provide a consistent and positive candidate experience for talent at all level

Manage and coordinate Talent Management initiatives to optimize and enhance the units processes to achieve efficiency and effectiveness.
• Drive change and innovation people, processes and technology within the Unit
• Monitor and evaluate new developments and legal aspects that affect Talent Acquisition decisions and implications thereof
• Identify opportunities for improvement on an ongoing basis and overseeing the discontinuation of obsolete / redundant Talent Acquisition processes and practices
• Manage planning for the implementation of new / changed processes and ensure communication of new processes to all affected stakeholders
• Provide advice and guidance on Talent Acquisition processes and issues

Manage and coordinate people management processes and activities
• Mentor, develop and empower employees and manage change within the Unit to ensure a positive work environment in which employees can develop and perform optimally
• Encourage a high-performance culture by taking accountability for an effective and well-articulated performance management process
• Embed values and desired culture in line with company’s shared values
• Share knowledge and experience with the staff and provide regular and clear communication
• Implement consequence management for all staff in the Unit

Manage and monitor the units financial planning, forecasting and expenditure management processes.
• Provide input into the development of the Talent Management operations budget
• Manage the Units expenditure within budgeted parameters and reporting on variances periodically
• Manage forecasting, asset and cost optimization
• Manage the Units resources sustainably in accordance with financial principles
• Manage projects for timely completion and within budget
• Ensure cost efficiency through financial and corporate governance

Manage and coordinate Talent Acquisition Units governance, reporting and stakeholder management processes and activities.
• Monitor and report on progress against the Units strategic initiatives
• Assume accountability for the development and implementation of policies and procedures of the Unit
• Establish and sustain good relationships with key internal and external stakeholders
• Respond and ensure that all escalated unit problems are dealt with timeously and are aligned with procedures and policies, and elevate the matters as required
• Participate in relevant internal and external governance structures/committees

Education & Experience
• Bachelors Degree in relevant field
• At least 5 years of related Human Resource experience with 2 years Supervisory experience
• Paid up member of the Zambia Institute of Human Resource Management

Work Hours: 8

Experience in Months: 60

Level of Education: Bachelor Degree

Job application procedure
• SALARY: HIGHLY COMPETITIVE
• DEADLINE: 5TH FEBRUARY 2024
• Interested and qualified? Click here to apply

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