Dis-Chem Pharmacies requires a Talent Acquisition Partner for their Division based in Bloemfontein.  The Senior Recruiter acts as a strategic talent advisor to the organization. This role is responsible for the end-to-end acquisition of talent for mid to senior level vacancies, as well as niche and complex positions. Unlike junior roles, the Talent Acquisition Partner is expected to proactively build talent pipelines, influence hiring decisions through data, mentor junior team members, and lead specific Talent Acquisition (TA) projects.

Essential:

• Grade 12 / Matric
• National Diploma and/or degree in HRM or Industrial Psychology or similar
• Minimum of 7 years’ Recruitment or HRM Experience. Minimum of 5 years’ recruitment experience (Agency/In-House). Minimum of 3 years’ experience in relevant field (Retail or Supply Chain or Head Office).

Advantageous:

• APSO/SABPP accreditation

Strategic Scope 

This role is essential for the organization's sustained growth and competitive advantage in a demanding talent market. This role directly impacts the company's ability to scale rapidly, enter new markets, and innovate by proactively identifying and securing top-tier talent. By leading advanced sourcing, influencing hiring decisions, and championing the employer brand, the Talent Acquisition partner effectively minimizes reliance on costly external agencies, optimizes recruitment spend, and serves as a key architect in building diverse, high-performing teams that reinforce and enrich our company culture, ultimately driving business success.

Key accountabilities

Planning, Researching and Innovation:

• Collaborate with assigned department managers on a regular basis and proactively identify and forecast future hiring needs in line with business and departmental strategy.
• Ensure planning for bulk as well as individual projects.
• Conduct research in order to gain a better understanding of each vacancy’s requirements.
• Determine applicant requirements for example specific skills, competencies, and experience.
• Facilitate the process of compiling job descriptions in conjunction with the OD Department.
• Design and implement talent acquisition pipeline tools in conjunction with the Department Manager
• Recommend ways to improve our employer brand through recruitment.

Sourcing and Selection

• Attract candidates using various sources like job portals and social media networks, employee referrals and other creative methods, including Headhunting when required.
• Research and choose job advertising options.
• Develop and execute multi-channel sourcing strategies to identify passive candidates (Boolean search, deep web mining, social networking, and competitor mapping).
• Participate in job fairs and career events as required.
• Build the company’s professional network through relationships with relevant professionals, colleagues and other partners (including media partners and where relevant, approved external recruitment agencies).
• Prepare recruitment materials and post jobs to appropriate job boards.
• Recruit candidates by using databases, social media, etc.
• Screen candidates’ Curriculum Vitaes and job applications against minimum requirements.
• Relay longlisted candidates to Hiring Manager.
• Conduct competency-based and behavioral interviews to assess candidate suitability, technical proficiency, and cultural alignment.
• Conduct company mandated integrity/screening checks and reference checks on successful applicants.
• Manage the offer process, including compensation negotiation, drafting offer letters, and closing candidates.
• Manage the pre-boarding administration process.

Stakeholder Management & Advisory

• Conduct intake sessions with Hiring Managers to define candidate personas and draft accurate role requirements.
• Advise business leaders on market trends, compensation benchmarks, and talent availability.
• Challenge and influence hiring managers on candidate selection to ensure objective, bias-free decision-making.
• Lead weekly pipeline review meetings with department heads to ensure alignment and progress.

Project Management & Process Improvement

• Identify bottlenecks in the recruitment process and recommend process improvements to reduce Time-to-Hire.
• Lead or contribute to HR projects such as University Relations, Diversity & Inclusion initiatives, or ATS optimization.
• Maintain data integrity within the Applicant Tracking System (ATS) to ensure accurate reporting.

Advising, Mentoring & Coaching

• Advise hiring managers on recruitment best practices, company policy, interviewing techniques ad strategies aligned with overall department goal.
• Monitor and apply HR recruiting best practices.
• Mentor and coach junior members in the recruitment team.
• Provide such structured/unstructured training as is required to whomever required in order to execute departmental and overall company strategy.
• When necessary, take ownership, as team lead for allocated bulk recruitment projects and individual recruitment tasks.

 Reporting, Statutory and Policy Compliance

• Keep track of recruiting metrics (e.g., time-to-fill and cost-per-hire) as requested.
• Provide analytical and well documented recruiting reports to the Recruitment Manager.
• Manage and report back in terms of team statistics as per departmental performance requirements.
• Ensure that all tasks are conducted in line with the principles of fairness and good personnel practice.
• Work collaboratively with the Employment Equity Manager to ensure compliance.
• Ensure that all recruitment tasks are aligned with the company approved policy in this regard.

Talent Database Maintenance

• Build and maintain a database of potential candidates by utilising online talent pools.
• Manage and respond to recruitment related correspondence, queries as well as applications received through various channels.
• Maintain the online recruitment portal by ensuring that adverts are refreshed on a regular basis, statuses are to be fully updated at all times.
• Keep track of CV’s forwarded to relevant departmental managers.
• Ensure that adverts are refreshed on a regular basis, wording of adverts is correct and compares in terms of quality to other adverts.
• Update candidate profiles with their current status, for example interview comments, longlisted, shortlisted, regretted, hired, offer made/accepted/rejected as well as date of employment.

General

• Adhere to Dis-Chem Policies and Standard Operating Procedures.
• Adhere to Health and Safety rules and regulations.

ONLY SUCCESSFUL APPLICANTS WILL BE CONTACTED. IF YOU HAVEN`T BEEN CONTACTED WITHIN TWO WEEKS AFTER THE CLOSING DATE CONSIDER YOUR APPLICATION AS UNSUCCESSFUL.

Dis-Chem Pharmacies is an equal opportunity employer. Dis-Chem’s approved Employment Equity Plan and Targets will be considered as part of the recruitment process aligned to Dis-Chem’s Employment Equity & Transformation Strategy. Dis-Chem actively supports the recruitment of People with Disabilities.