Talent Acquisition Manager at Old Mutual Kenya

Qualification and Experience Required:

• At least 5 years related experience in Talent Acquisition.
• Experience in interacting and adapting to diverse audiences and stakeholders.
• Demonstrated ability to work independently and in cooperation with others on multiple projects.
• Degree in Human Resources, Business or social sciences
• Professional qualification in Human Resource – Higher Diploma, CHRP
• Institute of Human Resource Management full membership with practicing certificate mandatory.
• Understanding and experience of Old Mutual business and internal human capital processes and policie
• Lead the Resourcing and selection strategy, development of a strong employee value proposition, and drive the adoption of leading tools and technology for resourcing excellence. Implement and execute the recruitment, onboarding, and development program and policies. Work with the business to understand hiring and development needs. Interrogates business strategy and uses deep understanding of resourcing needs to influence business decisions

Responsibilities

• Resourcing Strategy: Uses insight to develop medium to long-term resourcing strategies to create competitive advantages.  Contribute to the creation of future talent recruitment campaigns; propose campaign messaging based on analysis of values and aspirations of graduates/school leavers; make evidence-based proposals for channel and media selection (including career fairs); design events; draft communications content and agency briefings.  Apply knowledge of key external suppliers in marketplace to create external talent pools and to develop bench strength at a senior level.  Build workforce plans and headcount budgets into resourcing strategy.
• Recruitment Campaigns: Contribute to the creation of recruitment campaigns; identify the characteristics of key candidate target groups; propose channel and media selections and messaging content; design events; draft communications content and agency briefings.
• Leads design and identifies leading edge thinking on technology and is accountable for implementing talent selection processes, tools, techniques.
• Vacancy Profiling: Interpret and apply HR targets into resourcing practices.  Create recruitment profiles for key existing and new roles; engage with hiring managers to clarify the scope of the role, develop a role profile, and create a candidate specification; create candidate and recruitment agency briefings to attract high-quality candidates.
• Employee experience.  Define and implement best in class hiring manager and candidate experience.
• Screen Candidate Applications: Carry out online research and telephone interviews and review submitted portfolios of work to validate applications for specialist roles and to screen out those that do not meet key criteria.
• Employee Onboarding and Offboarding: Manage the delivery of onboarding and/or offboarding processes; ensure accurate and timely completion of all administration processes; provide support and guidance to line managers, new joiners, and leavers throughout the process; propose improvements to procedures.
• Assessment Center Design: Tailor preexisting assessment exercises; draft new content as directed; draft documentation; train assessors to engage candidates, record assessment observations, and provide appropriate feedback to line management.
• Candidate Pipeline: Develop and maintain a database of potential candidates for management and professional roles using established talent attraction and engagement processes and tools.
• Individual Candidate Assessment: Interview candidates and provide feedback into the selection process; follow a specified interview framework and/or administer work simulations; evaluate and score evidence against recruitment criteria.
• HC Data Analytics and Insights: Carry out complex HC data processing tasks; advise colleagues when needed and use expertise to help improve data collection tools and administration processes.  Deliver analyses of HC data; identify trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.
• Information and Business Advice: Resolve queries from internal or external customers or suppliers by providing information on complex processes and the related policies, referring issues to others where necessary for interpretation of policy.
• Personal Capability Building: Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation, where relevant, to improve performance and fulfill personal potential. Maintain an understanding of relevant technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.
• AML: The role holder will be responsible for ensuring adherence to, implementation of, and adoption of Compliance, Anti-Money Laundering (AML), and Sanctions-related policies, procedures, and process requirements within Old Mutual and its subsidiaries. This includes execution of customer due diligence processes, ensuring compliance with Know-Your-Customer (KYC) standards, conducting ongoing and enhanced due diligence, and maintaining data quality. Additionally, the role involves identifying and monitoring potential AML, Sanctions, or Compliance breaches and unusual activities, and escalating these concerns to the Risk and Compliance Office for further action.