Job Description

Aiming to synchronize the Talent Acquisition strategy with the broader organizational and personnel strategies. Outsourced CFO seeks a leader for their Talent Acquisition team.

Reporting directly to the HR Director. Role description responsibilities will include, among others:

Strategy and Strategic Council

• An active member of the Strategic Council, helping to co-design company objectives, with quarterly goal setting with the rest of the leadership team.
• Collaborate with HR leaders to shape Talent Strategy using AR (Action Research) & ADKAR (Change Management), align processes with values, company goals (BHAG), and objectives.
• Collaborate with HR Leaders and give guidance on Talent Acquisition policy design.
• Together with HR Leaders ensure all Talent Acquisition processes & systems in OCFO are designed and implemented in a People Smart way (implementing standard operating procedures and Playbooks).
• Ensure compliance with relevant labour laws, regulations, and best practices throughout the recruitment process.
• Manage the Panel of freelancers and Talent Acquisition Team Culture.
• Oversee the screening, interviewing, and selection processes to identify candidates who meet the job requirements and cultural fit.
• Promote the organisation's employer brand by showcasing its unique value proposition, culture, and career growth opportunities to attract top talent. Lead Recruitment Marketing Strategies, Channels, and Marketing Collateral, together with Marketing Team.
• Champion diversity and inclusion initiatives, ensuring a diverse candidate pool and fostering an inclusive hiring process. Ensure OCFO strives towards our Employment Equity Targets.
• Manage organizational complexities: communication, delegation, people matters, deadlines, problem-solving, and whatever is needed to contribute to order, clarity, and cost-benefit execution

Talent Solutions

• Talent Solutions is a client-facing solution where the talent team does short-term staff placements for incoming clients, who require financial professionals with particular skills and experience.
• The Talent Acquisition Manager needs to collaborate with HR leaders to refine and standardize the People Department's Talent Solutions, resolving issues and enhancing processes.
• Engage with the Sales Team to define client needs, oversee recruitment for ideal candidates, and regularly update clients and internal stakeholders on progress.

Talent Acquisition & Team Management

• Manage and lead the Talent Acquisition team with your duties, covering:
• Continual Talent Pipeline building
• Sufficient use of Technology to manage the Talent Pipeline
• Talent Pipeline nurturing
• Building a Panel Culture
• Workforce planning with HODs (heads of departments)
• Clarity on Recruitment Approvals by HODs/Board
• Assisting HODs with Job Grade Communication, Role Description Finalisation
• Job Postings on channels
• Pipeline check
• Candidate Filtering, headhunting, shortlisting, interviews, reference checks, Technical skills Assessments, Remuneration discussions, Psychometric Assessments, Contract offers, and onboarding, to ensure talent acquisition of candidates that meet the role requirements and that are a cultural fit.
• Filling open positions in a reasonable time with A-Players
• Outbound campaigns for Talent
• Talent headhunting
• Accountants of the Future Events
• University Open Days and Events

Systems, data analysis and reporting

• Set up Talent Acquisition Budget as part of the People Department Budget and manage Talent Acquisition cost structure, to achieve desired expense and cash flow outcomes of the Talent Acquisition team, and report variance to the finance manager and People Director.
• Performance Metrics: Establish key performance indicators (KPIs) and report on recruitment performance to the People Director.
• Data Analysis: Continuously analyse recruitment data to evaluate the effectiveness of various recruitment channels and strategies, making data-driven adjustments as necessary.
• Technology Utilisation: Leverage technology and recruitment tools to streamline the recruitment process, improve candidate experience, and make data-driven decisions.

Minimum Requirements:

The preferred candidate should have a relevant tertiary qualification (degree or higher) with more than 5 years experience in recruiting, including 2-3 years in a leadership role, managing a recruitment team.

Characteristics of the ideal candidate:

• Social Confidence: Interpersonal Skills
• Initiative: Problem Solver
• Flexibility: Controlled Adaptability
• Planning: Dependable Optimist

Skills and abilities of the ideal candidate:

• Recruitment and sourcing expertise
• Relationship-building and networking skills
• Decision-making skills
• Interviewing and assessment skills

Our OCFO values:

• Family first
• Integrity matters
• Switched on Thinking
• Excellence in everything
• Growth and success

Salary: A market-related salary will be offered for the position.

Head Office: Cape Town City Centre, Western Cape (hybrid working model)

Other Office: Gauteng (Pretoria/Centurion/Johannesburg)

Permanent Contract - Subject to a three-month probation period.

Starting Date: January or February 2024 or as soon as possible.

To apply, follow the link:

Closing date for application: 10 December 2023

If you do not hear from our team within 3 weeks from the closing date, please accept that your application was unsuccessful.

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