Talent Acquisition Business Partner

The purpose of this role is to deliver end-to-end recruitment for divisional roles, partnering closely with hiring managers to source, shortlist, assess and hire high-quality talent aligned to divisional priorities and operating standards.

Qualifications

• Bachelor or Honours in in HRM or related.
• Relevant Post Graduate qualification.
• 3 to 5 years in TA with full-cycle recruitment experience.
• Confident stakeholder partner with strong communication skills.
• Solid sourcing, screening and offer coordination capabilities.
• Comfortable with ATS workflows, metrics and reporting.
• Organised, proactive and candidate centric.

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

Champion Talent Acquisition Excellence

Apply standardised job profiles, assessment tools and structured interview guides, SLAs and documentation (accurate candidate records). Escalate risks and propose improvements.

1. Apply approved job profiles and competency frameworks to ensure consistency and compliance before posting roles.
2. Use structured interview guides and assessment tools to maintain fairness and validity in selection.
3. Adhere to SLAs for each stage of recruitment and monitor progress against agreed timelines.
4. Hold all stakeholders accountable for their role in the SLA to support time to fill metrics
5. Maintain accurate candidate records in the ATS, including screening notes, interview feedback and compliance checks.
6. Escalate risks such as unrealistic profiles, delays or diversity gaps and propose process improvements.

Align sourcing and attraction activities with Employer Brand and Social Media Brand CI.

Lead Strategic Talent Acquisition

1. Attraction and sourcing approach: Develop a proactive sourcing approach aligned to the sourcing strategy that outlines the high-level approach, target outcomes and quarterly priorities by role family.
2. Implement varied sourcing techniques to proactively build pre-qualified talent pools for current and future needs (job boards, social platforms, referrals, direct outreach, communities).
3. Create, test and deploy attraction techniques aligned to our Employer Brand and Social Media Brand CI to engage passive candidates (content, campaigns, events).
4. Talent mapping/pooling: Build competitor talent maps for critical roles and maintain detailed views of talent pools in Excel or ATS with a quarterly dashboard review.
5. Track channel performance and recommend channel optimisation based on conversion data and ROI; prioritise high-performing sources.

Manage Candidate Screening and Selection

Execute structured screening, assessments and interviews. Maintain fair, consistent selection and accurate records.

1. Execute structured screening and interviews using scoring guides; ensure consistency and fairness.
2. Coordinate assessments and panel interviews; apply adverse impact monitoring where applicable.
3. Record all outcomes accurately in the ATS and keep a clear audit trail of decisions.
4. Provide timely, constructive feedback to candidates and line managers.
5. Ensure selection decisions align with job requirements and DEI standards.

Enhance Employer Branding and Candidate Experience

Craft compelling adverts, manage outreach and communication, and ensure timely feedback to candidates and line managers.

1. Write compelling job adverts that reflect EVP and divisional culture.
2. Manage candidate communication throughout the process, ensuring timely updates and feedback.
3. Represent the brand positively during interviews and outreach activities.
4. Monitor candidate experience metrics and recommend improvements to reduce drop-offs.
5. Collaborate with Employer Brand team to activate campaigns and content for hard-to-fill roles.

Interpret and Analyse Recruitment Data and Metrics

Use dashboards to track funnel health. Recommend channel shifts and run small experiments to improve throughput. Funnel health - overall quality and effectiveness of the recruitment funnel.

1. Use dashboards to monitor funnel health, including volume, conversion rates and diversity representation at each stage.
2. Identify bottlenecks and recommend corrective actions to improve throughput.
3. Run small experiments (e.g., channel mix, advert wording) and measure impact on conversion rates.
4. Share insights with Senior TAS and excellence team to inform sourcing strategies.
5. Track SLA compliance and report on time-to-fill, offer acceptance and pipeline strength.

Ensure Compliance in Recruitment Practices

Maintain POPIA compliance, fair hiring, and vendor adherence to SLAs. Safeguard data privacy and accessibility.

1. Maintain POPIA compliance by managing candidate consent and secure data storage.
2. Apply fair hiring practices and structured assessments to prevent bias.
3. Ensure vendor adherence to SLAs and compliance standards for agency-sourced candidates.
4. Keep audit-ready records for all recruitment activities, including screening notes and diversity checks.