Job Description

The Talent Acquisition Officer will play a key role in identifying and attracting top talent in the market to meet the organisation's evolving operational needs, while actively supporting the broader goals of NACOSA's Strategic Plan. This position requires a dedicated individual who is passionate about talent acquisition and committed to contributing to meaningful social impact through people.

Duties and Responsibilities of the Talent Acquisition Officer:

The responsibilities of the Talent Acquisition Officer will include, but are not limited to:


Administer the full end-to-end recruitment process - from vacancy verification, advertising, shortlisting, screening, and interviewing to the final offer stage. Apply a sound understanding of NACOSA's grants and operations to provide fit-for-purpose recruitment support and guidance to hiring managers. Independently manage a high-volume recruitment portfolio, handling more than 10-15 role profiles simultaneously, with multiple hires per profile (ranging up to 30-50 placements in cases of bulk recruitment). Utilise and navigate online platforms effectively, including NACOSA's Applicant Tracking System (ATS), as well as external job boards (e.g., LinkedIn, Indeed, NGO Pulse/SangoNet). Effectively manage competing priorities and recruitment deadlines, ensuring timely communication and progress updates to line management. Conduct targeted talent sourcing activities, including direct sourcing, cold calling, and headhunting as needed. Maintain and update NACOSA's talent pool database regularly to ensure accurate and accessible candidate information. Deliver a positive and professional candidate experience, upholding NACOSA's reputation throughout the recruitment process. Ensure full compliance with relevant labour legislation, including the Labour Relations Act and the Employment Equity Act. Adhere to NACOSA's internal HR policies, particularly the Recruitment, Selection and Appointment Policy. Support NACOSA's Transformation Strategy, ensuring recruitment processes are inclusive, fair, and accessible to individuals from previously disadvantaged communities. Provide general HR administrative support as required, and collaborate with the HR team to ensure seamless service delivery.


A post-matric qualification (NQF Level 4 or higher) in Human Resources Management or a related field (HR qualification highly advantageous). A solid track record of 5+ years' experience in Recruitment and Selection, including bulk recruitment (this is non-negotiable). Minimum of 5 years' experience working in the NGO sector, with a strong understanding of the context and dynamics. Proven excellent communication skills, both written and verbal. Strong relationship-building skills with internal and external stakeholders. Exceptional attention to detail, ensuring accuracy and thoroughness in recruitment processes.

Personal Competencies:

A genuine passion for talent acquisition and working with people. Self-motivated and able to work independently, while also functioning effectively as part of a team. A strong sense of responsibility, accountability, and commitment to delivering quality results

Closing date for all applications: 25 June 2025

PLEASE NOTE:

Preference will be given to suitably qualified applicants who are members of the designated groups in line with the employment equity plan and targets of NACOSA. We also encourage people with disabilities to apply. NACOSA is guided by the principles of Employment Equity. Candidates with disabilities are encouraged to apply and an indication in this regard will be appreciated

In the event that you do not hear from us after 2 weeks of the closing date, please consider your application unsuccessful. NACOSA reserves the right to amend and/or withdraw adverts at any time without notification. NACOSA

respects the privacy of its stakeholders and will treat all personal information provided in line with our recruitment policy and in accordance with the Protection of Personal Information Act.

As part of our hiring process, NACOSA will inquire during reference checks for information about job applicants' reference persons regarding any finding of sexual exploitation, abuse, and/or harassment as well as any other forms of misconduct.