Africa Talent Acquisition Lead - Associate Director at Deloitte

Johannesburg, Gauteng, South Africa -

Full Time

Start Date

Immediate

Expiry Date

08 May, 26

Salary

0.0

Posted On

07 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent Acquisition, Employer Branding, Talent Assessment, Onboarding, Sourcing, Data Driven Decisions, Stakeholder Management, Budget Management, Diversity and Inclusion, Change Management, Organizational Development, Performance Management, Learning and Development, Agile Methodology, Design Thinking, Analytics

Industry

Business Consulting and Services

Description

Company Description At Deloitte, our Purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek. Harnessing the talent of 450,000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems. Deloitte offers career opportunities across Internal Client Services, Audit & Assurance (A&A), Tax & Legal (T&L) and our Consulting services business, which is made up of Strategy, Risk & Transactions Advisory (SR&T) and Technology & Transformation (T&T). Are you ready to apply your knowledge and background to exciting new challenges? From learning to leadership, this is your chance to take your career to the next level. About Internal Client Services It takes a high-powered network of internal support professionals to keep Deloitte going strong. The internal services function provides a wide variety of support services to our organisation and people. Rewarding career opportunities are available in: · Human resources · Information technology · Marketing and Communications · Financial support services, and much more. As with all the functions in Deloitte, a core set of competencies is associated with each internal service area. An overall understanding of value-added client service, the experience to work in multifunctional and cross-border teams, strong business acumen, and the instinct to think and act globally are essential for advancement within Internal Client Services. What impact will you make? Every day, your work will make an impact that matters, while you thrive in a dynamic culture of inclusion, collaboration and high performance. As the undisputed leader in professional services, Deloitte is where you’ll find unrivalled opportunities to succeed and realize your full potential. Job Description Purpose of the Job: The Africa Talent Acquisition Leader will lead the execution of the Talent Acquisition and across the Africa Member Firm in collaboration with the Africa HRBP Leader, and other People & Purpose practices. This individual will build Talent Acquisition capability across the firm, primarily through Talent Acquisition Partners, to achieve and continually improve talent outcomes, contributing to building key capabilities and delivery of strategic objectives. The induvial will establish mutually beneficial relationships with stakeholders that support thought leadership, innovative and integrated practice solutions; as well as develop and implementation of an integrated set of frameworks, process and technologies for the purposes of Talent Acquisition. Key Responsibilities for this role: Develop and design a comprehensive 3+ year Talent Acquisition strategy including employer branding, talent attraction, onboarding, talent assessment, talent pipeline development, sourcing and channel optimisation, governance, analytics and candidate experience. Contributes to the broader People Solutions plan and provides input to the overall Talent and Performance Strategy for the firm. Be accountable for the Talent Acquisition [and assessment] policies, processes, technology and standards, including new hire onboarding. Provide Thought Leadership, research and benchmarking leading practices in the development of Talent Acquisition practices and frameworks. Drive innovation and integration of Talent Acquisition processes through technology. Ensure alignment and integration of Talent Acquisition practices with other HR practices. Lead the Talent Acquisition function, building a capable and effective specialist team and manage resource allocation. Manage the Talent Acquisition budget within prescribed guidelines and governances. Contributes to a culture of data driven talent decisions throughout the Talent Acquisition spectrum, supporting the business objectives to attract and select high performing, value-aligned employees. Drives strong integration with the Talent & Performance Management function and other People & Purpose capabilities, to ensure talent value chain optimisation. Preparation of talent insights reporting for P&P Leadco and engages senior leadership on trends. Incorporate business values, including diversity and inclusion objectives, future of work considerations into functional strategies and plans. Drive the recruitment delivery value chain optimisation for the AMF, focusing on people, processes and technology efficiencies and effectiveness. Key Performance Areas: Strategic Impact Gives significant input into the development of Service Line strategy in relation to specific areas of expertise Directs implementation of strategy within areas of expertise through detailed plan including: ‒Identification of change initiatives that support the Firm's and Service Line specific strategic objectives ‒Approval of team's implementation plans with timelines, actions and measures for success ‒People plan to deliver on set goals ‒Communication plan in terms of vision and delivery of strategy related to own Service Areas ‒Defined reporting requirements for tracking of plans Supports leadership in achievement of overall Firm’s strategic objectives Works with own Service Line leadership team to deliver on EXCO mandate to own functional area Establishes and maintains external business relationships within area of expertise to collaborate on, share and implement best practice Builds strong professional relationships across Deloitte Service Line leadership levels to understand varying needs of different areas. Client Impact: External / Internal Oversees delivery of a significant area of a Service Line within area of expertise with close collaboration with other specialised areas across Service Lines Provides support to Service Line leadership, contemporaries and teams on strategic / complex technical issues Acts as sounding board to teams on business decisions and direction as needed Develops thought leadership within area of expertise and shares knowledge through internal/external presentations, and to team for delivery improvement. Operational Effectiveness Maintains high level oversight of all change initiatives, implementation of projects, quality and timeliness of team delivery Provides teams with expert advice, direction and recognition Provides own Service Line leadership with status of delivery across the business for reporting purposes Oversees risk issues within area of responsibility and address non-compliance as a matter of urgency Drives Deloitte values of exceptional service to internal clients, growing the firm’s brand and talent development. Development/Growth of Team Identifies, recruits, mentors and develops managerial Service Area team members Acts as counsellor to Senior Manager/ Manager employees within Service Line ensuring effective coaching and guidance in development and career growth (May act as counsellor to employees from other Service Lines) Develops effective relationships with key talent and ensure they are well supported in their career growth Maintains robust succession plan for all senior/critical resource, depending on the profile / need expertise Empowers existing senior managers / managers through effective delegation Provides consistent recognition and encouragement to teams and lead by example Demonstrates commitment to transformation agenda of the firm. Budgets / Profitability Provides annual budget for service area in line with Service Line targets and margins Manages Service Area budget ensuring no overruns and approving overall expenses and costs. Associate Director Talent Standards: Living our Purpose - Fosters broad commitment to our purpose and values; inspires peers and teams to make an impact that matters Competitive Edge - Anticipates market and competitor trends to develop and deliver bold and innovative solutions that differentiate Deloitte with clients Influence - Builds long-term, trust-based relationships with senior stakeholders and influencers, and uses highly developed influencing skills to drive impact, often in complex situations Performance drive - Builds a high performance culture by cultivating individual and team strengths; drives outstanding client service, often through large cross-business and/or cross-border teams Strategic direction - Sets & communicates strategic direction, excites people around the vision and goals and aligns diverse, cross-functional and cross-border teams to achieve success Talent development - Manages the development of a strong pipeline of talent for current/ future success; owns and drives a talent experience that differentiates Deloitte Inspirational Leadership - Leads from the front, acting as an exemplary role model for leaders at all levels; promotes a strong sense of loyalty and followership and energizes others to act Qualifications Honours Degree Masters qualification (relevant to Service Area / Business Management, etc.) an advantage Experience 8+ years leading Talent Acquisition, in a complex global corporate environment, covering multiple geographies. Have experience of designing Talent Assessment strategies across corporate functions, covering a broad range of assessment products and service providers. Have experience in the application of talent acquisition, talent management and assessment strategies in multiple sectors, it will be advantageous. Have experience in shaping an effective employer brand strategy within a multinational organisation, and in depth experience of designing Talent Assessment strategies across corporate functions, covering a broad range of assessment products and service providers. Have knowledge of the full Human Capital value chain e.g., organisational development, organisational design, talent management, performance management, reward and benefits and learning and development. Experience in design thinking, agile methodology, and driving enterprise change in a complex organization is an advantage. Proficiency in using marketing tools and software, such as social media management platforms, applicant tracking systems (ATS), and analytics tools. Additional Information Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive. Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements. At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We seek to create and leverage our diverse workforce to build an inclusive environment across the African continent. How you’ll grow At Deloitte, our professional development plan focuses on helping people at every level of their career to identify and use their strengths to do their best work every day. From entry-level employees to senior leaders, we believe there’s always room to learn. We offer opportunities to help build world-class skills in addition to hands-on experience in the global, fast-changing business world. From on-the-job learning experiences to formal development programs at Deloitte University, our professionals have a variety of opportunities to continue to grow throughout their career. Explore Deloitte University, The Leadership Center. https://deloitte.zoomforth.com/du Benefits At Deloitte, we know that great people make a great organization. We value our people and offer employees a broad range of benefits. Learn more about what working at Deloitte can mean for you. https://www2.deloitte.com/global/en/pages/careers/articles/benefits.html Our purpose Deloitte is led by a purpose: to make an impact that matters. Every day, Deloitte people are making a real impact in the places they live and work. We pride ourselves on doing not only what is good for clients, but also what is good for our people and the communities in which we live and work—always striving to be an organization that is held up as a role model of quality, integrity, and positive change. Learn more about Deloitte’s impact on the world. https://www2.deloitte.com/global/en/pages/about-deloitte/articles/impact-that-matters.html Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive. Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements. Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters, employers, recruitment consultants or job placement firms, advertising false job opportunities through email, text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information. To help you look out for potential recruitment scams, here are some Red Flags: Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies. Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent’s data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process. Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand. If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email. At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups. We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring, and we are committed to creating an environment where everyone can thrive. If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process, please let us know. We are happy to make adjustments to suit your individual needs.

Responsibilities

The Africa Talent Acquisition Leader will lead the execution of Talent Acquisition across the Africa Member Firm, collaborating with HRBP Leaders and other practices. Key responsibilities include developing a comprehensive Talent Acquisition strategy, managing policies and processes, and driving innovation through technology.