Job Description

Company Description
Standard Bank Group is a leading Africa-focused financial services group, and an innovative player on the global stage, that offers a variety of career-enhancing opportunities - plus the chance to work alongside some of the sector's most talented, motivated professionals. Our clients range from individuals, to businesses of all sizes, high net worth families and large multinational corporates and institutions. We're passionate about creating growth in Africa. Bringing true, meaningful value to our clients and the communities we serve and creating a real sense of purpose for you.

To render strategic and advisory Talent Acquisition (TA) services in Corporate and Investment Banking, and drive the deployment of professional and consistent Talent Acquisiton operations, ensuring alignment to Group standards. To transform the TA practice in response to the dynamic resourcing requirements of the organisation.
Qualifications
Minimum qualifications
Degree in Human Resources Management / Behavioural Science / Social Science.
Experience required

• Minimum of 10 years demonstrated experience leading a Talent Acquisition function for an organisation operating in multiple jurisdictions and having a regional and/or global mandate.
• Prior exposure to complex problem solving for strategy and vision setting within Talent Acquisition, with evidence of contribution to the People & Culture practice.
• Proven ability in defining and shaping the talent acquisition plan for the Business Unit, seamlessly integrating it with the wider People and Culture agenda.
• Confidently support Business Unit stakeholders within People & Culture and the wider organisation from a talent acquisition perspective. Maintain relevance as the subject matter expert by ensuring insights are accurate and readily available.
• Prior experience in actively engaging in the strategic hiring activities of the GCE-2 layer. Conceptualise what success looks like in each GCE-2 role, and position TA for success by critically evaluating talent and making the relevant acquisition decisions.
• Ability to conceptualise points of integration between the future world of work and foundational talent acquisition processes i.e. succession planning, diversity of talent, employer brand positioning, and/or other projects. Consider the future needs of the organisation and derive innovative strategies to meet business demands without compromising on the immediate needs of the business.
• Must have a deep understanding and execution of leveraging people and talent acquisition data and engage in benchmarking and other data analytics to support hiring efforts and to provide relevant labour market insights to relevant business and People & Culture forums. Measure the impact of Talent Acquisition in the organisation and plan to meet future business needs.

• Articulating Information
• Challenging Ideas
• Convincing People
• Developing Strategies
• Directing People
• Embracing Change
• Examining Information
• Generating Ideas
• Interacting with People
• Making Decisions
• Providing Insights
• Upholding Standards

• Business Acumen (P&C)
• Change Management (HR)
• People & Culture Consulting
• People Strategy Development
• Recruitment
• Talent Management