Strategic People Resourcing Manager Mr Price Group

The purpose of this role is to own the enterprise talent acquisition strategy, governance and operating standards. Leads the Talent Acquisition Team to design and orchestrate pipelines, market intelligence, succession insights, ways of working and technology enablement, ensuring divisional TA squads deliver high-quality hiring outcomes.

Qualifications

• Bachelor or Honours in HRM or related.
• Relevant Post Graduate qualification.
• 10 plus years in talent acquisition or strategic HR with multi-division experience.
• Proven leadership of centres of excellence and divisional partnering.
• Strong workforce planning, pipeline design and DEI fluency.
• Data literate with insight storytelling and decision influence.
• Excellent stakeholder management, communication and change leadership.
• Experience with ATS, CRM and sourcing technology optimisation.

Mr Price Group Limited is an equal opportunity employer and is committed to Employment Equity.

Champion Talent Acquisition Excellence

Define enterprise TA strategy, operating model and standards. Translate business strategy expectations into divisional talent roadmaps.

• Define the enterprise TA strategy and operating model; set annual priorities per division
• Prioritisation and SLAs.
• Standardise assessment frameworks, ways of working and technology usage (ATS/CRM).
• Publish playbooks and audit standards; ensure adoption and continuous improvement.
• Lead and embed agile ways of working across the TA operating model to drive speed and continuous improvement.
• Lead and drive enterprise TA projects, ensuring delivery against priorities and governance standards.

Analyse and Leverage Onboarding and Exit Interview Data

Integrate onboarding and exit insights to improve role fit and reduce early attrition. Feed intelligence into hiring profiles and EVP messaging.

• Integrate onboarding and exit themes into hiring profiles and assessment design.
• Identify early attrition drivers and mitigate via selection criteria and manager enablement.
• Feed insights into EVP messaging and candidate experience standards.
• Track impact of interventions on retention and role fit.

Support Succession Planning

• Partner with HRBP and OE to map critical roles, succession risk, and readiness.
• Align external pipelines to succession gaps and mobility pathways.
• Interlock with workforce planning for build vs buy decisions.
• Apply deep understanding of the Talent Management cycle to align external pipelines with succession, mobility, readiness, and workforce planning needs.

Drive Employee Engagement and Retention

• Connect hiring quality to engagement metrics and growth pathways.
• Co-design hiring profiles that reinforce culture and performance expectations.
• Connect hiring profiles to engagement and performance expectations.
• Align talent decisions to growth pathways, manager capability and culture standards.
• Monitor quality-of-hire during 6/12-month reviews and remediate risks.

Foster a Positive and Inclusive Workplace Culture

Set inclusive hiring standards and diverse slate expectations. Ensure unbiased selection practices and accessibility.

• Set inclusive hiring standards and diverse slate expectations per division.
• Implement bias safeguards across assessment, shortlisting and offers.
• Ensure accessibility and reasonable accommodation in hiring processes.
• Publish and track fairness metrics across the funnel.

Communicate Talent Policies and Initiatives

• Own and communicate TA policy framework, SLAs and risk standards.
• Align divisional squads to compliance and risk standards.
• Run divisional briefings on new tools, process changes and governance updates.
• Maintain a TA policy library and change log; measure awareness/adoption.
• Align stakeholders on escalation paths and decision rights.

Develop and Nurture Future Leaders

• Sponsor early careers and leadership pipelines; set readiness targets.
• Ensure robust talent pools for future capability areas (e.g., data, digital, supply chain).