108 Talent Acquisition And Development jobs in South Africa

My client, a group of companies in multiple industries has a vacany in the HR team:

Talent Management Coordinator will provide administrative and project support for the Human Resource Department's talent management functions including but not limited to coordinating recruitment, onboarding, offboarding, performance reviews, training and career development initiatives. The role will be responsible for attracting, developing and retaining employees through initiatives that align with the company's policies and strategic goals.

Duties include but not limited to:

Administrative support: Provide efficient administrative support to the HR department and managers

Talent Acquisition: Manage the recruitment process by collecting vacancy requests, acquiring approvals, sourcing and placing.

Job Database: Drafting and maintaining a database of job descriptions for use in talent acquisition

Onboarding: Implement and manage an onboarding process for new hires to ensure smooth entry and integration into the companies

Offboarding: Implement and manage an offboarding process for exiting employees including return of company assets, exit interviews and reporting

Performance Management: Support the tracking and management of employee reviews and cycles as well as poor performance interventions

Skills Development: Work in conjunction with HR Managers and HR Compliance Coordinator to organize and coordinate training programs and ensure seamless reporting for compliance purposes

Record Keeping: Maintain accurate employee records and HR databases in conjunction with the HR Department

Employee Engagement: Support initiatives aimed at improving the employee experience and work environment

General: Support the HR department in HR initiatives as required

Qualifications, Experience, Skills & Competencies

Relevant tertiary academic record from a nationally recognized institution along with relevant certification

Minimum 3 year's experience in recruitment or talent management

Minimum 3 year's experience in skills development

Minimum 3 year's in HR Administration

Experience in policy implementation process will be an added advantage

Experience in ICT and Construction sectors will be highly beneficial

Experience working in a group of companies in multiple industries

Strong HR Generalist knowledge and experience

Ability to work independently

Time management

Ability to manage duties in a dual-reporting role

Highly adaptable

Ability to work under pressure and handle large number of vacancies simultaneously

Position Details

Specialist: Integrated Talent Management

Role Purpose

Act as the point of integration of the service delivery value chain (integration, Heads of service delivery in tier 0/1) and leverage deep HR domain and service delivery expertise to design effective service delivery (processes, technologies, interactions) strategies to effectively operationalise and commercialise domain specific HR products and services across tier 0 – 3 that are guaranteed to deliver exceptional segment led employee experience for the organisation

Key Responsibilities

Service Delivery

• Act as the point of contact and domain specific service delivery specialist for PO's and their teams providing expertise and advisory on the successful, experience led, innovation in operationalising and commercialising products and services across the tiered service delivery framework
• Identify and define business requirements and successfully Integrate the service delivery support teams (data, integration, Tier 0 and 1) to effectively service the domain specific area in the delivery of:
• Service Design
• Service Delivery
• Service Monitoring, Operations and Performance Management
• Service Enablement
• Data Enablement
• Successfully translate the Product and Service Strategies into service delivery requirements and provide expert service delivery advisory to Product Owners to successfully operationalise and commercialise their products and services
• Create deliberate, experience led, transformative (when needed) domain specific service designs aligned to the Product and Service visions and HR Transformation strategies
• Transition the service delivery team from 'order taking' to 'service delivery expert advisory and execution' aligned to the HR and digital transformation agenda of the organisation
• Successfully operationalise service designs through the effective coordination of the integrated service delivery teams. This includes but is not limited to:
• Workforce journey design (in the tiered service delivery context e.g. Service Now Journey Design – e.g. operationalising new policies, implementing new services etc.)
• Detailed processes design and documentation to bring the workforce journeys to life
• Business rules design and documentation
• Content translation into service delivery processes and systems e.g. scripts for Tier 1, agents, bots, etc.
• Service Delivery standards design and documentation
• Service performance measures, standards and agreements
• Integrations and integrations documentation
• Digital adoption frameworks and tools for the service delivery value chain
• Lead the service and relationship management of strategic 3rd party service delivery vendors in the operationalisation and commercialisation of products and services (in the service delivery context only – not in product vision and design)
• Leverage service delivery data and insights and effectively advise product and service teams on opportunities for innovation and continuous improvement
• Manage service delivery performance (end to end) for product owners and ensure consistent and exceptional workforce experience in Tier 0, 1, and 2 service delivery of products and services
• Participate in and lead service delivery testing and quality assurance across domain specific journeys
• Stay ahead of service delivery trends and best practices and ensure their effective translation and contextualisation for the business

Delivery Management

• Work as a member of delivery and execution team/s to deliver priority service design and commercialisation
• Provide service delivery subject matter expertise for various transformation and book of work initiatives
• Work collaboratively within and across execution teams to define and advise on service delivery requirements
• Provide service delivery reporting and insights aligned to various governance processes and practices
• Align to and actively participate in agile working practices within the delivery execution teams you're assigned to (e.g. retro's, pi planning etc.)
• Support the design and implementation of change and communications related to service delivery initiatives you're involved in (change management for the product and service is the responsibility of the PO – however, Service delivery specialists ensure effective delivery of products and services in their domains of expertise e.g. new tools for Tier 1 reps etc.)
• Deliver on time, on quality and on budget always

People Management

• Coach and mentor service delivery team members on integration, system and process innovations, changes, needs.
• Conduct peer reviews, testing, problem solving within and across the broader team.

Finance Governance and Compliance

• Apply and comply with various governance processes and practices for technology, service delivery and overall enablement.
• Identify risks in integration activity and mitigate these (pre, during, post solution design / delivery).
• Define and implement knowledge management and related, auditable systems in the context of process, analysis and integrations.
• Ensure compliance with Group Risk, Governance, Compliance and broader regulatory framework

Experience and Qualifications

• Relevant degree (or equivalent) in Human Resources Management, Customer Experience, Integrated Talent Management, Operations and or Service Delivery
• 5-8 Years experience in Talent Management – integration of talent management practices, development
• Service design and delivery (cross tier)
• Proven track record in service delivery, service optimization, service performance and service migration in the HR Domain
• Proven track record in advisory, solutioning for HR products and services across Tier 0 and 2
• Prove track record in product / service innovation, digital transformation of products and services (even if at contributor vs. leader level)

Technical Competencies

• Service Delivery (direct servicing) across Tier 0 – 1.
• Service Enablement and Management (cross channel service mobilization, omni channel delivery (e.g. chat, other), service migration.
• Service Design (cross channel, service design, automation, RPA, process design and re-engineering, process technologies, integration, data enablement, Continuous improvement (e.g. six sigma, lean) .
• Service performance management and operations.
• Deep HR Domain Expertise (cross value chain) with deeper expertise in the product / service being supported e.g. JA, OD, SWP.
• HR Technology and Technology Stack expertise (integration, cross stack exposure and expertise beyond ERP's).
• Case Management.
• Delivery Management (e.g. agile)
• Workforce and Customer Experience including Journey Design
• Customer Service, Customer Relationship Management and Stakeholder engagement
• Strong commercial and business acumen that enables effective workforce experience led service delivery and service transformation
• Change Management and strong commercial and experience led communication.

Behavioural Competencies

Planning and Organizing

Connected Decision Making

Innovation

Business Acumen

Digital Acumen

High-Impact Communication

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Please contact the Nedbank Recruiting Team

PURPOSE OF THE ROLE

To provide a Senior Specialist, Talent Management service to PEP Central Office (CO) with regards to Recruitment and Selection, Analytics, Onboarding and Succession planning.

KEY RESPONSIBILITIES

• Sourcing & Headhunting- Proactively identify talent and talent maps for primarily PEP Central Office
• Recruitment- Manage and deliver an effective Recruitment service by identifying and leveraging various platforms to attract and place talent
• Talent Analytics -Talent data analytics, monthly reporting & labour market trends
• Processes- Optimising/continuous improvement of R&S related processes
• Selection - Conduct competency-based interviews and other behavioural techniques
• Succession Planning - Coordinate and provide input into succession planning for CO and Sales
• Trusted Advisor- Create & provide Talent Management support and align service delivery to agreed timelines.
• Projects- Manage, coordinate and drive identified projects

• Adhoc tasks

• Tertiary qualification (graduate) in either HR, Commerce, Retail, Business Science, Industrial Psychology or Business

• At least five years of specialist experience in Talent Management, preferably in retail
• Good understanding and knowledge of R&S and other general HR processes, policies and procedures
• Knowledge and experience of psychometrics will be advantageous
• Passion for R&S and interest in Talent Management.
• Computer literacy, knowledge and experience working with recruitment platforms e.g. LinkedIn (essential)

Competencies: Devotion to quality, Performing under pressure, Results-oriented, Structuring, Creating support, Listening, Persuasiveness, Assertiveness, Drive, Analysing & forming opinions

If you do not hear from us within 4 weeks of the closing date of this position, please regard your application as being unsuccessful.

PEP strives for equal opportunity in terms of its employment equity guidelines.

To provide a Senior Specialist, Talent Management service to PEP Central Office (CO) with regards to Recruitment and Selection, Analytics, Onboarding and Succession planning.

KEY RESPONSIBILITIES

• Sourcing & Headhunting
• Proactively identify talent and talent maps for primarily PEP Central Office
• Recruitment-
  Manage and deliver an effective Recruitment service by identifying and leveraging various platforms to attract and place talent
• Talent Analytics
  -Talent data analytics, monthly reporting & labour market trends
• Processes
• Optimising/continuous improvement of R&S related processes
• Selection
• Conduct competency-based interviews and other behavioural techniques
• Succession Planning
• Coordinate and provide input into succession planning for CO and Sales
• Trusted Advisor
• Create & provide Talent Management support and align service delivery to agreed timelines.
• Projects
• Manage, coordinate and drive identified projects
• Adhoc tasks

IDEAL CANDIDATE PROFILE

• Tertiary qualification (graduate) in either HR, Commerce, Retail, Business Science, Industrial Psychology or Business
• At least five years of specialist experience in Talent Management, preferably in retail
• Good understanding and knowledge of R&S and other general HR processes, policies and procedures
• Knowledge and experience of psychometrics will be advantageous
• Passion for R&S and interest in Talent Management.
• Computer literacy, knowledge and experience working with recruitment platforms e.g. LinkedIn (essential)
• Competencies:
  Devotion to quality, Performing under pressure, Results-oriented, Structuring, Creating support, Listening, Persuasiveness, Assertiveness, Drive, Analysing & forming opinions

If you do not hear from us within 4 weeks of the closing date of this position, please regard your
application as being unsuccessful.

PEP strives for equal opportunity in terms of its employment equity guidelines.

Closing Date

2025/10/31

Reference Number

COR

Job Title

Head of Talent Management / Human Resources

Job Type Classification

Permanent

Location - Country

South Africa

Location - Province

Western Cape

Location - Town / City

Claremont

Job Description

As the Head of Talent Management, you will play a critical role in developing and executing talent management/HR strategies that enable the organisation to attract, retain and develop top talent.

You will lead HR professionals and implementation of talent management programs that align with business objectives, foster employee development, and support the organisation's culture and values. You will also work closely with senior leadership to assess and address talent gaps, develop succession plans, and provide ongoing support for career development and growth.

Duties and Responsibilities

• Recruit top talent and continually develop employee value proposition. Lead the design and implementation of talent acquisition and retention programs, policies and other relevant human resource processes.
• Collaborate with senior leaders to identify critical talent gaps, develop succession plans, and ensure a strong pipeline of internal and external talent.
• Source and co-ordinate training and development programs to enhance the required skills and capabilities of employees at all levels.
• Identify coaching needs, source and coordinate to ensure delivery and availability to employees where needed at all levels.
• Co-ordinate and implement diversity and inclusion initiatives that foster a culture of belonging and support the organisation's goals.
• Management of relevant stakeholders & service providers
• Stay up to date with industry trends, best practices, and emerging technologies in talent management.
• Represent Coronation on relevant internal & industry bodies and events
• Preparation, co-ordination and oversight of various internal and external reporting requirement.

Ideal Experience

• At least 10 years of experience in talent management or human resources
• Demonstrated experience in developing and implementing talent management programs and initiatives.
• Ability to recruit and retain knowledge workers
• Knowledge of relevant employee legislation
• Knowledge of best practices and emerging trends in talent management, including talent acquisition, retention, development, and succession planning.

Ideal Qualifications

Bachelor's degree in Human Resources, Business Administration, or a related field.

Most Important Attribute

• Ability to work independently, manage multiple priorities, and thrive in a fast-paced, dynamic environment.
• Passionate about the development and wellbeing of people.
• Strong leadership skills, with a track record of working with and developing high-performing teams.
• Excellent communication and interpersonal skills, with the ability to collaborate effectively with stakeholders at all levels of the organisation.
• Strong analytical and problem-solving skills, with the ability to use data to inform talent management decisions.

Systems Knowledge

Oasis Health Service is recruiting for a leading hospital group based within Stellenbosch.

Minimum Requirements:

• Master's degree in Industrial / Organisational Psychology
• Minimum 5 - 7 years' relevant experience in HR, Talent or Organisational Effectiveness
• 3 Years at a Specialist or Consultant level leading design frameworks experience
• Experience working with various assessment tools
• Experience in organisational development

Kindly email your CV and Certificates to

Successful Applicants will be contacted within 2 weeks.

Job Types: Full-time, Permanent

Work Location: In person

Global Head of Talent Strategy & Transformation

Our client is a leading global FMCG business, renowned for its innovative approach and commitment to fostering a high-performance culture across diverse international markets. They are dedicated to attracting and developing top-tier talent to drive their continued success and growth.

This is an exceptional opportunity to lead and govern the global talent portfolio for our client, operating through a centralised Centre of Excellence (CoE) model. You will set the strategic vision, establish robust governance frameworks, and define global standards that empower regional execution.

This role is pivotal in driving strategy, ensuring scalability, and aligning capabilities across the organisation, while maintaining cohesion across decentralised implementation efforts. If you thrive on driving large-scale talent transformation, championing employer branding, and leveraging data to inform strategic workforce decisions, this role offers unparalleled scope for impact and professional growth.

Responsibilities:

Global Talent Strategy & Planning: Design and implement a unified global talent strategy aligned with overarching business objectives, defining core principles, tools, and frameworks for consistent execution.

Employer Brand Leadership: Develop and govern the global employer brand narrative and positioning, ensuring cohesive messaging across all platforms and regions while enabling effective localization.

Talent Acquisition Excellence: Define and lead the global talent acquisition strategy, establishing scalable frameworks, tools, and protocols to ensure consistent, high-quality hiring and optimize recruitment processes.

Talent Analytics & Development: Provide strategic direction for global talent development, succession planning, and mobility practices, driving a performance philosophy and utilizing predictive analytics for proactive interventions.

Cross-Functional Collaboration: Partner with regional teams and leadership to forecast talent needs, align hiring with business priorities, and champion a culture of evidence-based talent decisions.

Transformation & Innovation: Drive the implementation and optimization of enabling technologies to support seamless, data-driven talent acquisition and management processes.

Requirements:

Must-Haves:

Master's Degree in HR, Organisational Psychology, or a related field.

12 years of global talent management and executive development experience.

You must have global experience (Ideally based internationally or worked within a global firm with a footprint in Europe and the UK in particular).

Minimum of 5 years' experience at a senior management level.

Proven track record in leading a recruitment function and driving talent transformation initiatives.

Experience working within complex, matrixed, or global organisations.

Sound knowledge of talent management principles, global workforce strategy, and planning.

Expertise in employer branding and talent acquisition ecosystems.

Strong systems thinking, thought leadership, and talent analytics skills.

Demonstrated ability in strategic thinking, critical thinking, and commercial acumen.

Excellent collaboration, emotional maturity, resilience, and organisational skills.

Nice-to-Haves:

Familiarity with AI and Data fluency in HR contexts.

Experience in delivering a competitive edge through talent strategies.

If you have not heard from us within 10 days of the job being closed, please consider your application unsuccessful.

We're Hiring: HR Specialist - Administrator

TalentPop is seeking an HR Specialist - Administrator to join our HR Department. This role is ideal for HR professionals who want to grow their career and contribute to a people-first, high-performing team.

Position Details

Role: HR Specialist - Administrator

Team: HR Department

Status: Full-time

What You'll Be Doing

• Administrative support: maintain member records, organize HR digital documents, and update databases.
• Member records management: ensure files are complete, accurate, and handled with confidentiality.
• HR reporting: assist in compiling and analyzing HR data to support the HR Lead, HR Manager, and management team.
• HR projects and initiatives: contribute to engagement programs, diversity and inclusion efforts, and HR system implementations through research, coordination, and data support.

What We're Looking For

• Minimum of 1 year of HR administrative experience.
• Strong organizational skills, attention to detail, and ability to handle confidential information with discretion.
• Proactive mindset and ability to support multiple HR initiatives simultaneously.

What You'll Enjoy at TalentPop

• 100% Remote – work from the comfort of your home
• Health and dental insurance or a monthly health stipend (based on location)
• Paid time off to recharge and rest
• Performance and recognition incentives
• Year-end bonuses and annual performance-based salary increases
• Supportive, high-performing team culture with room for growth

If you're ready to grow your career in HR with TalentPop, we'd love to hear from you

PLEASE DO NOT APPLY IF YOU ARE NOT PROFICIENT IN MANDARIN

Our client is seeking a dynamic and proactive HR Business Partner (HRBP) to join our team. This role will play a critical part in supporting business units with end-to-end recruitment, designing and executing team-building activities, and managing commission scheme communication and design in collaboration with leadership. The ideal candidate is both strategic and hands-on, with strong stakeholder engagement skills.

Responsibilities

• Recruitment & Talent Acquisition
• Partner with hiring managers to define recruitment needs and timelines.
• Source and engage talent through various platforms.
• Screen CVs, coordinate and schedule interviews, and facilitate feedback collection.
• Design offer packages aligned with internal benchmarks and budget constraints.
• Lead the offer approval process and communicate with selected candidates.

• Support pre-onboarding processes and ensure a smooth candidate experience.

• Team Building & Culture Initiatives

• Plan and implement regular team-building activities (e.g., monthly, quarterly, and annual events) to enhance employee engagement and cross-functional collaboration.
• Collaborate with business leaders and teams to tailor activities to team dynamics and business goals.

• Coordinate logistics, budgets, and post-event feedback for continuous improvement.

• Commission Scheme Support

• Assist in the design and revision of commission and incentive schemes in alignment with business objectives.
• Serve as a communication bridge between HR, finance, and sales departments to ensure clear understanding of commission policies.

• Provide clarification to employees regarding their commission structure, performance metrics, and payout timelines.

• HRBP Partnering

• Build trusted relationships with business leaders to support workforce planning and employee development.
• Provide insights on market trends, internal mobility, and talent challenges.
• Contribute to broader HR initiatives including performance management, onboarding, and retention strategies.

Qualifications

• Degree or above in relevant field.

Required Skills

• 3 years in related field.
• Proven high leadership skills and self-motivated.
• Independently solve general problems, or carry out tasks in a certain field of project finance and propose valuable feasible advice.
• Have a good command of the basic theories and practices of one or two HR modules (e.g. talent supply, performance management, learning and development, people-job matching, incentives, employee relationship, etc.) and can be applied to work.
• Have good systematic thinking and communication influence, and have strategies and capabilities to cope with and handle complex affairs.
• Work experience in HR is preferred, and experience in HRBPs of business departments is preferred.