Talent Acquisition Manager (Enabling Functions) Midrand

Dis-Chem Pharmacies requires a Talent Acquisition Manager (Enabling Functions) - Midrand Head Office. The Recruitment Manager - Enabling Functions is accountable for designing, leading, and continuously optimising a professional and specialist talent acquisition strategy for Head Office and enabling functions. These functions typically include P&C, Finance, IT, Digital, Data & Analytics, Legal, Risk, Marketing, Procurement, Strategy, and other head office or centre-of-excellence roles.

The role ensures the organisation attracts, selects, and secures high calibre professional, technical, and leadership talent that enables operational divisions to perform, scale, and transform. The focus is on quality of hire, capability depth, and long term organisational effectiveness rather than volume alone.

Essential:

• Grade 12 / Matric or Senior Certificate
• Diploma or Degree in Human Resources, Industrial Psychology, or related field.
• Minimum 10 years' end to end recruitment experience (in house and/or agency).
• Minimum 3-5 years' experience recruiting professional, specialist, or leadership roles in corporate environments.
• Minimum 3 years' people management experience within a talent acquisition function.

Advantageous:

• APSO/SABPP accreditation
• Experience in executive search, talent intelligence, or succession focused hiring.

Key accountabilities Enabling Talent Acquisition Strategy & Workforce Planning

• Develop and execute a talent acquisition strategy for enabling and Head Office functions aligned to business strategy, transformation initiatives, and capability roadmaps.
• Partner with Executive Leadership, Functional Heads, P&C Ops, and Workforce Planning to anticipate current and future capability needs.
• Translate strategic initiatives (digital transformation, systems modernisation, governance strengthening, analytics maturity) into forward looking recruitment plans.
• Continuously benchmark enabling function recruitment practices against international best practice in professional and specialist hiring.

End-to-End Recruitment Operations (Professional, Specialist & Leadership Roles)

• Own and govern the full recruitment lifecycle for enabling function roles, from requisition approval through to offer acceptance.
• Manage recruitment for specialist, scarce skills, and leadership roles requiring rigorous assessment, market mapping, and targeted sourcing.
• Ensure consistent, high quality recruitment processes that balance speed with depth of evaluation and risk mitigation.
• Partner with OD to ensure role profiles, competency frameworks, and assessment criteria are current, future focused, and business relevant.

Sourcing Strategy, Market Mapping & Talent Advisory

• Design and execute sophisticated sourcing strategies including proactive market mapping, talent intelligence, referrals, and selective agency partnerships.
• Build and maintain long term talent pipelines for critical professional and leadership roles.
• Act as a trusted talent advisor to senior leaders, providing insight on talent availability, market trends, and remuneration dynamics.
• Reduce reliance on contingent search by strengthening direct sourcing capability and internal succession pipelines.

Technology, Systems & Process Optimisation

• Own governance and effective utilisation of the Applicant Tracking System (ATS) for enabling recruitment.
• Ensure recruitment workflows support specialist hiring, executive search processes, and compliance requirements.
• Leverage digital tools, assessments, and automation where appropriate to improve recruiter productivity and candidate experience.
• Continuously refine recruitment processes to support high quality decision making and reduce hiring risk.

Analytics, Reporting & Decision Support

• Define and track recruitment metrics relevant to professional and specialist hiring, including time to fill, quality of hire, hiring manager satisfaction, and offer acceptance rates.
• Provide insight driven reporting to HR and Executive stakeholders, translating recruitment data into strategic workforce insights.
• Use data to inform sourcing strategies, prioritisation of roles, and investment in talent acquisition capability.

Governance, Compliance & Risk Management

• Ensure recruitment practices comply with labour legislation, employment equity requirements, POPIA, and internal governance standards.
• Embed appropriate controls for senior, specialist, and risk sensitive appointments.
• Manage contracts with specialist search firms, assessment providers, and talent platforms in line with procurement and transformation principles.
• Safeguard organisational reputation by enforcing ethical, consistent, and defensible hiring practices.

Team Leadership & Capability Development

• Lead, coach, and develop a recruitment team specialising in professional, technical, and leadership hiring.
• Allocate recruitment resources across functional portfolios based on strategic priority and complexity.
• Set clear performance expectations focused on quality, insight, and stakeholder value.
• Build recruiter capability in talent advisory, market intelligence, assessment methodology, and executive stakeholder engagement.

General

• Adhere to Dis Chem Policies and Standard Operating Procedures.
• Adhere to Health and Safety rules and regulations.

Core Competencies Strategic & Enterprise Acumen

• Understands how enabling functions drive organisational performance and risk management.
• Aligns talent decisions with long term strategy and transformation objectives.

Analytical & Advisory Capability

• Uses data, insight, and judgement to guide complex hiring decisions.
• Provides credible talent advice to senior and executive stakeholders.

Quality & Risk Orientation

• Maintains rigorous hiring standards for specialist and leadership roles.
• Balances speed with depth, due diligence, and defensibility of decisions.

Stakeholder Influence

• Builds trusted relationships with executives, functional leaders, and external partners.
• Influences hiring outcomes through insight rather than authority.

Leadership & People Development

• Develops high performing recruiters with strong judgement and advisory capability.
• Coaches teams to operate as strategic partners, not order takers.

Change & Adaptability

• Responds effectively to evolving capability needs, operating models, and strategic shifts.
• Leads recruitment change with clarity and pragmatism.

Technical & Digital Capability

• Advanced proficiency in ATS platforms and recruitment analytics.
• Familiarity with executive search tools, professional networks, and digital sourcing platforms.
• Strong MS Office capability, particularly Excel and PowerPoint for insight reporting.

Special conditions of employment

• South African citizen
• Clear credit and criminal records

Remuneration and benefits

• Market related salary

Dis-Chem Pharmacies is an equal opportunity employer. Dis-Chem's approved Employment Equity Plan and Targets will be considered as part of the recruitment process aligned to Dis-Chem's Employment Equity & Transformation Strategy. Dis-Chem actively supports the recruitment of People with Disabilities.