3,938 Jobs in Durban

Job summary

The purpose of a Senior Software Developer 1 is to contribute to the development and implementation of complex software solutions. They are responsible for designing, coding, testing, and maintaining software applications, as well as providing technical guidance and leadership to other members of the software development team.

Job specification

• Bachelor’s degree in Computer Science, Software Engineering, or similar field (advantageous).
• At least 5 years’ experience within a development environment.
• Knowledge of design principles and fundamentals of architecture.
• Demonstrated leadership/mentoring skills.
• Detailed knowledge of the SDLC and management of software projects.
• Good written and verbal communication skills.
• Strong attention to detail.

Job responsibilities

• Design Fit for Purpose Solutions & Algorithms &planning
• Actively contribute to design and planning meetings, discussions and documentation
• Design solutions using most appropriate approved architectural pattern
• Ensure design patterns used are increasing the organisational levels of high-volume transactional performance, resilience, automation and innovation
• Ensure design meets best practices and are Test, DevOps and Support friendly
• Identify and establish objectives for self and team
• Set objectives/goals based on the team’s chosen software development methodology to successfully complete projects.
• Consider all reasonable factors, impediments and obstacles
• Identify potential alternative strategies and refactor approach for maximum benefit within the shortest possible time
• Formulate supporting plans and communicate with others in terms of dependencies and impact
• Publish plan to, peers and stakeholders through agreed methods

Implementation of a solution that is complete, efficient and compatible

• Deliver a complete solution which covers all the agreed specified tasks and user objectives
• Deliver a correct solution which provides the correct results with the needed degree of precision
• Deliver an appropriate solution which facilitates the accomplishments of specified tasks and objectives comprehensively yet excluding unnecessary steps
• Ensure checked in code is reviewed to ensure standards are met and the code base is sound
• Deliver a solution in which throughput rates & response and processing times meet stated requirements
• Deliver a solution in which effective/efficient resource utilisation of system resources occurs during operation
• Deliver a solution which ensures the maximum operational capacity requirement is achieved or exceeded
• Deliver a solution which performs efficiently and can co-exist with other solutions and does not have a detrimental impact on other solutions

Implementation – Advises on the Solution and/or actions allocated tasks to ensure it has a High Usability Factor

• Ensure the user/s of the solution can achieve specified goals with effectiveness, efficiency and satisfaction
• Ensure the user of the system can comfortably recognise the systems flow, functions and capabilities of the system
• Ensure the system logically supports user self-learning on how to use the system with effectiveness and efficiency
• Ensure the solution protects the user against making errors
• Ensure the user interface is pleasing and presents a satisfying interaction for the user
• Actions the proposed solution thus ensuring that it is accessible and can be used by people with the widest range of characteristics, capabilities, cultures and languages where appropriate

Implementation – Ensure the Solution is Reliable

• Ensure the solution performs appropriately under agreed conditions for extended periods of time without the need for intervention (despite potential attacks)
• Ensure all steps are taken to reduce the occurrence of faults due to misunderstood requirements, design errors, and implementation errors
• Ensure the solution is robust and remains continually available
• Respond to outages and failures when and where needed
• Improve fault tolerance even when operational conditions are not optimal
• Ensure complete data recoverability so that data may be recovered, and the desired state of the solution can be re-established (despite potential attacks)
• Ensure the solution is maintainable, and actively seeks methods to reduce down-time
• Ensure the solution is durable so that as user volumes and requirements change the solution can evolve over the long term
• Ensure the solution simplifies support and maintenance support through traceability, and effective error messaging
• Ensure over time, the solution becomes more mature where the interval between the interventions to remain operational become less frequent
• Ensure in the event of a failure reduce effective down time to the minimum possible

Implementation – Ensure the Solution has Effective Security

• Ensure the solution is secure, and confidential by protecting all information and data (also data transmission)
• Ensure persons or other solutions have the degree of access appropriate to their level of authorization and types
• Ensure the solution has high integrity where the solution prevents unauthorized access to, modification of computer programs, data or settings
• Ensure the solution has a high degree of survivability despite 3rd-Party interventions (attacks, human errors, hardware or software faults)
• Employ logs and records so that actions and events can be proven to have taken place, and cannot be disputed/ repudiated later
• Ensure wherever possible actions can be traced uniquely to the entity which performed it

Implementation - Ensure the Solution is Maintainable

• Ensure the solution and its relevant code base supports ease of modification for future maintainers
• Ensure the use of appropriate standards and methods
• Ensure where possible(without affecting performance/security) the solution caters for maintenance by support teams rather than developers
• Ensure modularity where the solution consists of discrete components so that a change in one component has minimal impact on other components
• Ensure relevant documentation is provided to support teams to reduce development support burden
• Apply a strategy of reusability so an asset can be used in more than one solution or in building other assets
• Where possible provide a mechanism for the solution to analyse its own faults and provide reports prior to a critical failure
• Develop the solution in a manner which supports modification for future developers thereby reducing the numbers of defects or negatively affecting system quality.

Testing, verification and deploying

• Ensure the solution is test friendly by creating effective mechanisms for test data, automated testing hooks and simulations
• Ensure the solution is delivered completely and with the additional assets which are required to make installation/deployment as seamless and easy as possible
• Ensure the adaptable solution delivered is appropriate for different or evolving hardware, software or other operational usage environments

Respond to Outages & Failures

• Provide proactive support to Peers, Testing, Dev Support and Operational teams so number of escalations to the development team is reduced, thereby maximising development time
• Provide support to the Dev Support when required during operational events and create or assist with the creation of SOP’s
• Be available to handle emergency outages and failures for your or your teams’ solutions
• Perform trouble shooting and effectively resolve issues to increase solution stability and reduce intervention required over time
• Recommend and execute approved improvements to development methods and solutions
• Provide quick resolutions to app/system issues, driving stability, efficiency and effectiveness
• Maintain solutions which have completed development and are in the operations phase
• Develop technical support documentation and where possible/necessary, maintain the documentation.
• Assess risk and impact of production issues/changes and take appropriate steps to mitigate risk

Coaching/Mentoring

• Provides guidance, training, and problem-solving assistance to other Team Members.
• Mentors and contributes to the growth of junior and intermediate Team Members.
• Designs and deliver end-user training and training materials.

Please note that only candidates who meet the stipulated minimum requirements will be considered. If you have not been contacted within 30 days, kindly consider your application to be unsuccessful.

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Overview

The Commercial Director is responsible for developing a commercial strategy covering all segments and channels to maximize total revenue and profit performance as well as market share penetration of the Hilton Durban hotel.

What will I be doing?

The Commercial Director is responsible for developing a commercial strategy covering all segments and channels to maximize total revenue and profit performance as well as market share penetration of the hotel in EMEA. This role will drive the planning and execution of the commercial strategy and activity by supporting the Revenue management team, Sales, Catering and Events, Marketing, eCommerce and Public Relations teams, through working effectively with area support teams. F&B commercial activities will be shared responsibilities with the F&B Manager, Director of Operations, GM and the Commercial Director. The Commercial Director is a role model for the commercial community within the owned and managed portfolio in EMEA, and develops teams and individuals in these functions whilst being a key business partner to the Hotel General Manager. They support hotels in deriving the most value from Hilton Sales teams. The Commercial Director’s role is key to seizing new opportunities through strong customer relations and works as an Ambassador for the company with Owners and Key Stakeholders. The role ensures that commercial management strategies are set for all revenue streams and that all systems are used to their full potential to yield the highest possible amount of revenue from all available space, whether in Rooms, Meeting Space, outlets or other revenue departments. Driving overall FMS results gaining an Unfair share through a disciplined execution of commercial activities.

A Commercial Director will lead, coach, develop, recruit and retain future talents. They will manage performance, develop and evaluate the commercial team members on the agreed KPI’s, whilst working effectively as part of a 4D structure on property. Specifically, a Commercial Director will perform the following tasks to the highest standards:

• Directly accountable for driving the Top line Budget and Forecast by implementing a commercial strategy and business plan through to execution using the Hilton Commercial Focus process and all available business tools and intelligence available. Deliver as a minimum the budgeted revenues across all revenue streams, to include but not limited to; All Rooms, GC&E, F&B, Leisure and Spa with a control on cost of sale, route to market, channel shift and marketing / Ecommerce opportunities.
• Work with the GM, Finance and Operations Director to ensure profits are maximized in line with TGOP and EBITDA targets set.
• Ensure Business Review Guidelines (current to + 5 years) all Pricing & Rate Quotation Strategies are in place in order to maximize all pricing components of sales and catering opportunities and achieve positive group market share.
• Support various On Property, RDOS’s, and Area Marketing teams in coordinating hotel level marketing, sales and public relations activities. Liaise with regional support and brand teams to provide maximum benefit to hotel performance.
• Support the Cluster Revenue Managers/On Property Revenue Manager and RMCC to establish an optimal mix, review and validate forecasts, develop strategies for different demand periods, and review and approve retail and group pricing strategies.
• Develop and maintain strong relationships with all stakeholders, owners, hotel teams, Hiltonmatrix support teams to ensure commercial benefits of the hotel.
• Liaise with VP of Operations, presents commercial strategies to Regional Team and key stakeholders.
• Consistently conforms to Hilton brand standards and corporate identity and utilizes all communication tools (under the guidance of regional marketing and BPS).
• Keeps in touch with Market trends and review/amend strategies accordingly in line with the evolving market conditions.
• Participate in the leadership activity of the Hotel and Region.

What are we looking for?

A Commercial Director serving Hilton brands is always working on behalf of our Guests and working with other Team Members. To successfully fill this role, you should maintain the attitude, behaviours, skills, and values that follow:

• Minimum of 3+ year’s hospitality/travel industry experience in a revenue generating or commercial services role.
• Minimum of 3+ years of experience presenting sales plans, presentations, etc. to senior level executives and constituent groups
• 3+ experience working in a collaborative/matrixed environment
• 3+ years working with departmental financial data to make strategic/tactical decisions
• 3+ years of experience evaluating and identifying business opportunities for a business
• At least 3 years of experience managing a sales or commercial team

It would be advantageous in this position for you to demonstrate the following capabilities and distinctions:

• 3+ years working in a multi-complex hotel/travel industry environment
• Experience in multiple disciplines with knowledge of Marketing, E-commerce, and Finance
• Local language, strong attribute to have

What will it be like to work for Hilton?

Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities and value. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands. Our vision “to fill the earth with the light and warmth of hospitality” unites us as a team to create remarkable hospitality experiences around the world every day. And, our amazing Team Members are at the heart of it all!

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Our client, a leader in the retail sector, is seeking an experienced Warehouse Manager to oversee the efficient receipt, storage, and dispatch of goods within their distribution centre. This is a key role requiring strong operational leadership, excellent stock control expertise, and a proven track record in warehouse management.

Key Responsibilities

Stock Control & Operations

• Oversee inbound and outbound stock flows to ensure accurate and efficient throughput across the supply chain.
• Monitor, report, and resolve operational issues daily.
• Enforce all warehouse processes and procedures.
• Plan and coordinate annual and cycle stock counts.
• Manage replenishment orders and forecast consumable requirements.
• Maintain full inventory control while managing departmental budgets.
  
  

Administration & HR

• Lead, organise, and oversee staff within their daily operational routines.
• Apply a fair and firm approach to HR matters, reporting issues and implementing disciplinary procedures when required.
• Support the logistics management team as needed.
• Facilitate training to ensure all positions within the distribution centre are adequately skilled.
• Ensure compliance with health and safety protocols.
• Maintain a high standard of housekeeping across the warehouse.
  
  

Health, Safety & Asset Management

• Adhere to and enforce all health and safety regulations.
• Report any non-conforming equipment immediately.
• Promote and uphold high housekeeping standards everything has a place, and everything is in place.
  
  

Qualifications & Experience Required:

• Grade 12 (essential)
• Relevant tertiary qualification
• 510 years experience in a retail warehouse environment
• Proficiency in MS Office and Excel
  
  

Key Skills & Attributes

• Strong communication and interpersonal skills
• Exceptional attention to detail and accuracy
• Effective time management and prioritisation skills
• Proactive approach with a sense of urgency
• High levels of accountability and integrity
• Strong team player with adaptability and reliability

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Overview

This is not a desk job. It is about being out in the market, creating opportunities, and converting them into lasting business. You will represent a strong service portfolio in freight forwarding, customs clearance, and logistics solutions, giving you the edge to win over decision-makers across multiple sectors.

What you will be doing :

Opening doors with new clients across industries that move goods internationally

• Driving meetings, negotiations, and high-value deal closures
• Building trusted partnerships that lead to repeat business and referrals
• Spotting upsell opportunities to expand accounts
• Staying ahead of the curve on international trade and customs developments

Qualifications

What we are looking for :

• A proven track record of hitting and smashing sales targets in freight forwarding or logistics
• Strong industry knowledge you speak the language of customs, trade, and supply chain
• Sharp negotiation skills and the ability to close confidently
• Resilience, energy, and an unstoppable drive to win
• A valid driver's license and reliable vehicle

Benefits

What you get in return :

• A competitive base salary
• Uncapped commission structure : the harder you push, the more you earn
• The chance to build your own portfolio and leave your mark in a growing company
• Full operational support so you can focus on what you do best : selling and winning

This role is designed for deal-makers, network builders, and self-starters who want to dominate their market. If you are ready to step into an environment where performance is rewarded and potential is unlimited, then we want to hear from you.

Apply today, and let's talk about how you can drive your career and the business forward.

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Overview

Be a technical expert in terms of IT security, datacentre networking & wireless technologies. This is to ensure the enforcement of network security policies by understanding, implementing and enforcing policies as per the organizational requirements in order to improve the information security posture of the organization.

Responsibilities

• Be a technical expert in terms of IT security, datacentre networking & wireless technologies. This is to ensure the enforcement of network security policies by understanding, implementing and enforcing policies as per the organizational requirements in order to improve the information security posture of the organization.

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Talent Partner page is loaded# Talent Partnerlocations: Durbantime type: Full timeposted on: Posted Todaytime left to apply: End Date: September 30, 2025 (10 days left to apply)job requisition id: JR It's fun to work in a company where people truly BELIEVE in what they're doing!This role is accountable for end-to-end regional talent management, with a strong focus on building sustainable workforce plans, partnering with regional institutions to source talent, developing internal talent pipelines, and optimising the ROI on talent acquisition. The Regional Talent Manager serves as the strategic workforce partner for the region, integrating external market intelligence with internal capability needs to ensure business continuity and future-fit talent.Bachelor’s degree in Human Resources, Organisational Development, or related field.Postgraduate qualification in HR, Talent Management, or Workforce Planning is preferred.5–7 years’ experience in full-cycle recruitment, with a strong focus on operational or customer-facing roles.Experience within a retail, FMCG, or service-oriented environment is essential.Proven success in delivering recruitment outcomes in decentralised or multi-site environments.Bachelor's degree in Human Resources or related discipline (or equivalent experience).Experience in high volume recruitment would be an advantage**Competencies**Strategic Ability – applies regional insights to influence hiring direction and workforce planning. Business Insight – understands local operations and tailors acquisition strategies accordingly. Practical Execution Management – able to plan and execute hiring at pace across multiple roles. Innovative and Creative Mindset – uses modern sourcing tools and unconventional channels where needed. Motivating People – energizes hiring managers to act with urgency and inclusivity. Organisational Agility – navigates complexity between central and regional priorities with ease. Modelling the Values – demonstrates integrity, service and care in all talent interactions.**Key Responsibilities***1. Strategic Workforce Planning & Regional Intelligence** Partner with PBP Lead and Heads of Retail / General Managers to define regional workforce and succession planning needs aligned to store formats, growth, and attrition risks. Use labour market insights to forecast talent demand, proactively addressing skills gaps. Lead workforce segmentation and talent forecasting models to align headcount with financial and operational targets.**2. Regional Talent Sourcing & Partnerships** Establish and maintain strong partnerships with regional schools, universities, TVET colleges, NGOs, government departments and workforce development agencies. Design regional talent attraction strategies that leverage external partnerships, internship/graduate programs, and community upliftment pipelines. Represent the company at regional career days, advisory boards, and industry forums to position Pick n Pay as an employer of choice. **3. Internal Bench Strength & Pipeline Development** Identify scarce and critical roles, specific to the region. Collaborate with L&D and Operations to build internal talent benches for critical and scarce roles. Ensure readiness of talent pipelines aligned to stores, and support office needs in the region. Support succession planning processes and enable job mobility across stores and between regions to enhance workforce agility. Facilitate cross-functional stretch assignments and redeployment strategies as part of talent retention and growth**4. Recruitment Execution & Talent Experience** Lead end-to-end recruitment delivery from job brief to offer acceptance and onboarding. Ensure best-in-class candidate and hiring manager experience, with a special focus on diversity, equity, and regional cultural fit. Collaborate with People Business Partners to continuously improve the quality of hire. Actively contribute to offboarding processes by conducting exit interviews and identifying trends that may inform future hiring or retention strategies.**5. Talent ROI & Financial Metrics** Monitor and report on recruitment and pipeline effectiveness: time-to-fill, quality-of-hire, hiring cost vs. budget, and impact on sales productivity. Identify areas where talent planning can reduce vacancy lag, shrinkage, or training cost escalation. Work with HR analytics to generate regional dashboards for workforce planning and hiring efficiency.**6. Regional Integration & Practice Leadership** Act as the bridge between the region and the central Talent Centre of Excellence. Implement national initiatives locally while tailoring for regional context and impact. Contribute to the design and testing of national employer branding and talent intelligence tools. **7. Regional Store Engagement & Field Visibility** Conduct regular store visits across the region to understand frontline realities, strengthen operational partnerships and assess recruitment effectiveness. Use insights from the field to continuously tailor sourcing strategies, onboarding support and career pathway messaging for employees.**Closing date: 29 September 2025***If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!*Discover who we areAt Pick n Pay, we are more than just a retailer; we are an organisation of dedicated people committed to creating an exceptional shopping experience for our customers and an enriching, vibrant work environment for our employees. Founded in 1967, Pick n Pay is one of the largest retail chains in South Africa, serving millions of customers across the African continent. Our reputation is built upon our commitment to offering customers the best in quality, and value.Experience the joy of being part of Pick n Pay. Let's shape the future of retail in Africa together. View our career opportunities.
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PRINCIPAL: PREPARATORY SCHOOL

(to commence duty Term 1 of 2026)

We are seeking an experienced and suitably qualified Preparatory School Principal to join our team from Term 1 2026. The ideal candidate will hold a relevant degree and professional teaching qualification and be registered with SACE. Previous experience in independent education, and a boys school environment, is an advantage. Experience in a preparatory school is essential.

The successful applicant will:

• Be energetic and creative with drive and initiative.
• Embrace the school’s vibrant co-curricular programs including sports & the arts.
• Bring experience in and a commitment to pastoral care.
• Embrace a holistic approach to education and contribute fully towards school life.
• Possess excellent communication and interpersonal skills.

The Principal reports to the Executive Headmaster, and is responsible for the implementation of the strategic vision for the Prep School, for staff appointments, for the Prep budget and for the wellbeing of the pupils and staff, with a view of growing Clifton Preparatory School into the future.

A detailed CV, along with a covering letter and the contact details of three referees, should be emailed to Please ensure that the email identifies the position for which the application is intended.

Applications will be considered as soon as they are received, and interviews arranged for shortlisted candidates thereafter. Consequently, the position may be filled before the deadline date, so serious applicants are encouraged to submit their application as soon as possible.

In terms of the Protection of Personal Information Act of 2013 (“POPIA”), the applicant freely and voluntarily consents to Clifton School collecting, processing, and storing his/her personal and special personal information for the purposes of his/her application for this position.

Clifton is committed to safeguarding and promoting the welfare of children. This post is subject to enhanced child protection checks.

The closing date for applications is 22 September 2025. Clifton School reserves the right not to make an appointment.

Closing Date

22/09/2025

Morningside, Durban, Berea, South Africa

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Overview

Durban. We are looking for a dynamic individual with excellent management skills a keen financial understanding and a genuine empathy for the elderly. Experience in running a retirement centre or similar would be a distinct advantage.

Key Responsibilities

• Overall management and day-to-day operations of the retirement complex
• Leading and managing a diverse team of approximately 50 staff across various departments
• Liaising closely with the assistant manager (responsible for sales)
• Coordinating with outsourced services for catering and housekeeping
• Ensuring the upkeep and maintenance of a large facility
• Managing staff relationships; dealings with unions an advantage
• Contributing to sales and marketing initiatives

Requirements

• Proven management experience in a complex operational environment
• Financial competence including budget management
• Experience with the maintenance of large buildings
• Ability to work with and relate to elderly residents in a respectful empathetic manner
• Excellent interpersonal and communication skills
• An understanding of shareblock structures is highly beneficial

Required Experience : Director

Key Skills

Key Skills

Restaurant Experience, Hospitality Experience, Interviewing, Management Experience, Profit & Loss, Employment & Labor Law, Sanitation, Leadership Experience, P&L Management, Restaurant Management, Retail Management, Recruiting

Employment Type : Full-Time

Experience : years

Vacancy : 1

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About the job Talent & Employment Equity Manager

Job Title : Talent & Employment Equity Manager

Location : Durban

Reports to : HR Executive

Direct Reports : 2 Talent Acquisition Specialists

Indirect Reports : 1 Talent Administrator

Purpose of Role

The Talent & Employment Equity Manager is responsible for leading the talent acquisition process and ensuring compliance with South Africa's employment equity regulations. This role is integral in attracting, developing, and retaining top talent while fostering a diverse, equitable, and inclusive workplace. The Talent & Employment Equity Manager will develop and implement strategies to meet the companys talent needs and employment equity targets, contributing to building a high-performing and diverse workforce.

Main Responsibilities

• Develop and implement a comprehensive talent acquisition strategy that aligns with business objectives.
• Oversee the full recruitment lifecycle, including job posting, candidate sourcing, interviewing, and selection.
• Collaborate with hiring managers to understand staffing needs and ensure timely recruitment of qualified candidates.
• Utilize various recruitment channels, including social media, job boards, and recruitment agencies, to attract top talent.

Employment Equity Compliance:

• Ensure compliance with South Africas Employment Equity Act and related legislation.
• Develop and implement the companys Employment Equity Plan, including setting and monitoring equity targets.
• Prepare and submit annual employment equity reports to the Department of Labour.
• Conduct regular audits of employment practices to identify areas for improvement in achieving equity goals.

Talent Development:

• Partner with HR and business leaders to identify talent development needs and create programs that support employee growth and retention.
• Lead initiatives to promote internal mobility and career development within the organization.
• Oversee the development and implementation of onboarding programs to ensure effective integration of new hires.

Diversity, Equity, and Inclusion (DEI):

• Collaborate with the Learning, DEI & Change Manager to support and promote DEI initiatives within the talent acquisition process.
• Ensure recruitment practices are inclusive and support the companys diversity goals.
• Foster an inclusive recruitment process that attracts a diverse pool of candidates.

Employer Branding and Candidate Experience:

• Develop and promote the companys employer brand to attract top talent.
• Ensure a positive candidate experience throughout the recruitment process, from application to onboarding.
• Monitor and enhance the candidate experience through regular feedback and process improvements.

Data Analysis and Reporting:

• Track and analyze recruitment metrics, such as time-to-fill, cost-per-hire, and quality of hire, to optimize the talent acquisition process.
• Monitor employment equity data to assess progress toward equity goals and inform decision-making.
• Prepare regular reports for senior management on talent acquisition and employment equity initiatives.

Education and Qualifications

• Bachelors degree in Human Resources, Business Administration, Industrial Psychology, or a related field (required).
• Postgraduate degree or certification in Talent Management, Employment Equity, or related areas is an advantage.

Knowledge and Skills

• In-depth knowledge of South African employment equity laws and regulations.
• Strong understanding of talent acquisition best practices and strategies.
• Knowledge of diversity, equity, and inclusion principles and their application in recruitment.
• Proficiency in HRIS, applicant tracking systems (ATS), and recruitment tools.
• Strong analytical skills with the ability to interpret data and generate insights.
• Excellent project management and organizational skills.
• High emotional intelligence and cultural awareness.
• Strong communication, presentation, and interpersonal skills.

Experience and Training

• Minimum of 5-7 years of experience in talent acquisition, employment equity, or a related HR role, with at least 2-3 years in a management or supervisory position.
• Proven track record of developing and implementing successful talent acquisition strategies.
• Experience in managing employment equity compliance and reporting.
• Training in diversity, equity, and inclusion practices, talent management, and project management is highly desirable.

Problem Solving

• Address complex challenges related to talent acquisition and employment equity by developing innovative and practical solutions.
• Analyze recruitment and equity data to identify gaps, develop strategies, and improve processes.
• Resolve recruitment and compliance issues effectively while maintaining a focus on business needs and legal requirements.

Customer Relationships

• Build and maintain strong relationships with internal customers, including hiring managers, business leaders, and HR colleagues, to understand their talent needs and provide tailored support.
• Foster positive relationships with external recruitment partners, vendors, and candidates to enhance the talent acquisition process.

Decision Making

• Make informed decisions regarding talent acquisition strategies, candidate selection, and employment equity compliance to align with business objectives and legal requirements.
• Empower the talent acquisition team to make decisions within their areas of responsibility, providing guidance and support as needed.

Leadership Supervision

• Lead, mentor, and develop a team of Talent Acquisition Specialists and a Talent Administrator, ensuring alignment with the companys strategic goals.
• Provide direction and support to the talent acquisition team, fostering a culture of excellence and continuous improvement.
• Act as a role model for best practices in talent acquisition, employment equity, and inclusive recruitment.
• Strategic Orientation: Ability to align talent acquisition and employment equity strategies with business objectives.
• Leadership: Strong leadership presence with the ability to inspire and guide others.
• Inclusivity: Commitment to fostering a diverse and inclusive workplace.
• Analytical Thinking: Ability to analyze data and make informed decisions.
• Collaboration: Excellent collaboration skills with a track record of working effectively across functions.
• Communication: Strong communication skills, with the ability to influence and engage stakeholders at all levels.

Communication and Influence

• Communicate effectively with a wide range of stakeholders, from hiring managers to senior executives, to drive talent acquisition and employment equity initiatives.
• Influence leaders and teams to support recruitment strategies and equity goals.
• Present complex concepts in a clear, concise, and compelling manner to facilitate understanding and buy-in.

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