Dis-Chem Pharmacies requires a Talent Acquisition Manager (Enabling Functions) – Midrand Head Office.  The Recruitment Manager - Enabling Functions is accountable for designing, leading, and continuously optimising a professional and specialist talent acquisition strategy for Head Office and enabling functions. These functions typically include P&C, Finance, IT, Digital, Data & Analytics, Legal, Risk, Marketing, Procurement, Strategy, and other head office or centre-of-excellence roles. 

The role ensures the organisation attracts, selects, and secures high-calibre professional, technical, and leadership talent that enables operational divisions to perform, scale, and transform. The focus is on quality of hire, capability depth, and long-term organisational effectiveness rather than volume alone.

Essential:

• Grade 12 / Matric or Senior Certificate

• Diploma or Degree in Human Resources, Industrial Psychology, or related field.
• Minimum 10 years’ end-to-end recruitment experience (in-house and/or agency).
• Minimum 3–5 years’ experience recruiting professional, specialist, or leadership roles in corporate environments.
• Minimum 3 years’ people management experience within a talent acquisition function.

Advantageous:

• APSO/SABPP accreditation
• Experience in executive search, talent intelligence, or succession-focused hiring.

Key accountabilities

Enabling Talent Acquisition Strategy & Workforce Planning

• Develop and execute a talent acquisition strategy for enabling and Head Office functions aligned to business strategy, transformation initiatives, and capability roadmaps.
• Partner with Executive Leadership, Functional Heads,  P&C Ops, and Workforce Planning to anticipate current and future capability needs.
• Translate strategic initiatives (digital transformation, systems modernisation, governance strengthening, analytics maturity) into forward-looking recruitment plans.
• Continuously benchmark enabling function recruitment practices against international best practice in professional and specialist hiring.

End-to-End Recruitment Operations (Professional, Specialist & Leadership Roles)

• Own and govern the full recruitment lifecycle for enabling function roles, from requisition approval through to offer acceptance.
• Manage recruitment for specialist, scarce-skills, and leadership roles requiring rigorous assessment, market mapping, and targeted sourcing.
• Ensure consistent, high-quality recruitment processes that balance speed with depth of evaluation and risk mitigation.
• Partner with OD to ensure role profiles, competency frameworks, and assessment criteria are current, future-focused, and business-relevant.

Sourcing Strategy, Market Mapping & Talent Advisory

• Design and execute sophisticated sourcing strategies including proactive market mapping, talent intelligence, referrals, and selective agency partnerships.
• Build and maintain long-term talent pipelines for critical professional and leadership roles.
• Act as a trusted talent advisor to senior leaders, providing insight on talent availability, market trends, and remuneration dynamics.
• Reduce reliance on contingent search by strengthening direct sourcing capability and internal succession pipelines.

Technology, Systems & Process Optimisation

• Own governance and effective utilisation of the Applicant Tracking System (ATS) for enabling recruitment.
• Ensure recruitment workflows support specialist hiring, executive search processes, and compliance requirements.
• Leverage digital tools, assessments, and automation where appropriate to improve recruiter productivity and candidate experience.
• Continuously refine recruitment processes to support high-quality decision-making and reduce hiring risk.

Analytics, Reporting & Decision Support

• Define and track recruitment metrics relevant to professional and specialist hiring, including time-to-fill, quality of hire, hiring manager satisfaction, and offer acceptance rates.
• Provide insight-driven reporting to HR and Executive stakeholders, translating recruitment data into strategic workforce insights.
• Use data to inform sourcing strategies, prioritisation of roles, and investment in talent acquisition capability.

Governance, Compliance & Risk Management

• Ensure recruitment practices comply with labour legislation, employment equity requirements, POPIA, and internal governance standards.
• Embed appropriate controls for senior, specialist, and risk-sensitive appointments.
• Manage contracts with specialist search firms, assessment providers, and talent platforms in line with procurement and transformation principles.
• Safeguard organisational reputation by enforcing ethical, consistent, and defensible hiring practices.

Team Leadership & Capability Development

• Lead, coach, and develop a recruitment team specialising in professional, technical, and leadership hiring.
• Allocate recruitment resources across functional portfolios based on strategic priority and complexity.
• Set clear performance expectations focused on quality, insight, and stakeholder value.
• Build recruiter capability in talent advisory, market intelligence, assessment methodology, and executive stakeholder engagement.

General

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

Core Competencies

Strategic & Enterprise Acumen

• Understands how enabling functions drive organisational performance and risk management.
• Aligns talent decisions with long-term strategy and transformation objectives.

Analytical & Advisory Capability

• Uses data, insight, and judgement to guide complex hiring decisions.
• Provides credible talent advice to senior and executive stakeholders.

Quality & Risk Orientation

• Maintains rigorous hiring standards for specialist and leadership roles.
• Balances speed with depth, due diligence, and defensibility of decisions.

Stakeholder Influence

• Builds trusted relationships with executives, functional leaders, and external partners.
• Influences hiring outcomes through insight rather than authority.

Leadership & People Development

• Develops high-performing recruiters with strong judgement and advisory capability.
• Coaches teams to operate as strategic partners, not order-takers.

Change & Adaptability

• Responds effectively to evolving capability needs, operating models, and strategic shifts.
• Leads recruitment change with clarity and pragmatism.

Technical & Digital Capability

• Advanced proficiency in ATS platforms and recruitment analytics.
• Familiarity with executive search tools, professional networks, and digital sourcing platforms.
• Strong MS Office capability, particularly Excel and PowerPoint for insight reporting.

Special conditions of employment:

• South African citizen
• Clear credit and criminal records

Remuneration and benefits:

• Market related salary

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.