RECRUITMENT & SELECTION

• Draft employee Job Descriptions and Job Specifications for management review and approval for positions.
• When and if required update Job Specifications and Descriptions by engaging with the various line manager and HR Manager to understand the needs, requirements and responsibilities of roles.
• When employee notifications of terminations are processed, start the recruitment process by completion of the necessary recruitment requisitions and ensure approvals are obtained before recruitment is started.
• Draft adverts (Internal and or External, based on approvals), create and execute multi-channel sourcing strategies to identify qualified candidates and/or building talent pools for current and future requirements.
• Screen, review and shortlist candidates through various assessment processes (but not limited to) : Telephonic screening, Telephonic Interviews, Teams (online interviews) and or in person interviews.
• Use assessment tools, techniques and or also assessment metrics, as defined by management, to ensure candidates can be shortlisted through the screening process.
• Use competency-based interview questions to identify and differentiate candidates in presentation and short-list process (If required). Or assist in facilitation of the assessments through various techniques.
• Develop and implement sourcing strategies & channels to build relevant talent pools.
• Assess candidate suitability with regards to skills and fit for the business and area.
• Manage all candidates effectively throughout recruitment process, including but not limited to Invitations to interviews, contacting for information or screening, contacting to discuss offers and or contacting to confirm the placement and start date (including onboarding processes).
• Conduct interactions with Managers of their vacancies and updating them on progress, in a timely, professional and responsive proactive manner.
• Identify & communicate continuous improvement opportunities and strategies for the attraction, searching, selection and appointment of the “Best” Talent for the Company.
• Process management of all appointments, including the sourcing, screening, assessment and presentation of offers for placement to successful candidates.
• Candidate Relationship Management.
• Effectively communicate position opportunity and Company value proposition to candidates.
• Develop a deep understanding of your assigned business units.
• Develop and maintain relationships and seek referrals of other candidates.
• Manage candidate expectations and ensure timely and constructive feedback.
• Work closely with team members to generate a go to market sourcing strategy, gather competitive intelligence, develop targeted sourcing environments, conduct research and create talent maps.
• Utilize required systems to track candidates, workflow, sourcing data, and screening information.
• Leverage relevant social media and communications channels
• Maintain data quality and accuracy on the company’s internal databases and client talent acquisition systems.
• Manage the online platform for recruitment (Direct Hire, or any other mechanism set up to be used for sourcing candidates).
• Follow agreed recruitment process for recruitment delivery (Inline with the recruitment process diagram).
• Manage administration related to talent acquisition including approvals of new hires, drafting the employment offer and contract and ensuring onboarding packs are complete for engagement date.
• Conduct pre-employment screening checks (criminal and credit checks, references).
• Ensure that Regret Letters / Notifications are sent to all unsuccessful applicants.
• Ensure onboarding and start up process of new engagements (for them to start and commence induction) are all concluded prior to the employment commencing.

EDUCATION:

Minimum Requirements:

• Grade 12 or equivalent.
• Human Resources tertiary qualification (BCom, Industrial Relations and equivalent B degree).
• At least 2-3 years’ work experience in a similar role, as a HRBP or Officer, with proven success.
• Medical workplace and or Call Centre experience, working within a medical environment and or call centre of no less than 1-3 years would be advantageous.
• Additional certifications HR and or Industrial Relations would be advantageous.

EXPERIENCE:

• Proven experience in a HRBP or officer role, assisting operations with daily HR transactional events and activities.
• Managing deadlines and set objectives to perform too.
• In-depth knowledge of call centres and Human Resources processes is essential.
• Proficient in office management software and Microsoft Office Suite.
• Strong administrative, operational and organisational abilities is required. Must be deadline driven and have highly attentive to detail.
• Excellent report writing, communication and interpersonal abilities.
• Ability to multitask and prioritise effectively in a fast-paced environment.
• Highly administrative and accurate in execution of tasks.

SKILLS & COMPETENCIES:

• Strong understanding of a call centre environment within medical insurance environments.
• Excellent communication and interpersonal skills for employee management at various levels.
• Willing to work in a team and support the team environment, must be willing to roll up your sleeves and get involved in other activities.
• Strong organisational and problem-solving skills.
• Ability to work under pressure and meet deadlines, within a high-performance driven environment.
• A think out of the box mindset to manage HR actions and initiatives on behalf of the HR Manager and drive the HR Strategy.

PURPOSE OF THE ROLE:

The primary focus of the role is to be a trusted partner to business that ensures effective management and enablement of human resources function, through the talent sourcing and development planning. The role is primarily responsible for working within the operational environment ensuring that the Talent Sourcing, screening, appointment, onboarding and administration leading to the successful placements in the various roles. This role will report directly to the HR Manager but will also be a direct support function to the Operational Line Manager on the floor for Talent Sourcing and Employee Management activities.