Africa Talent Acquisition Lead Associate Director

Purpose of the Job:

The Africa Talent Acquisition Leader will lead the execution of the Talent Acquisition and across the Africa Member Firm in collaboration with the Africa HRBP Leader and other People & Purpose practices. This individual will build Talent Acquisition capability across the firm primarily through Talent Acquisition Partners to achieve and continually improve talent outcomes contributing to building key capabilities and delivery of strategic objectives. The induvial will establish mutually beneficial relationships with stakeholders that support thought leadership innovative and integrated practice solutions; as well as develop and implementation of an integrated set of frameworks process and technologies for the purposes of Talent Acquisition.
 

Key Responsibilities for this role:

• Develop and design a comprehensive 3 year Talent Acquisition strategy including employer branding talent attraction onboarding talent assessment talent pipeline development sourcing and channel optimisation governance analytics and candidate experience.
• Contributes to the broader People Solutions plan and provides input to the overall Talent and Performance Strategy for the firm.
• Be accountable for the Talent Acquisition and assessment policies processes technology and standards including new hire onboarding.
• Provide Thought Leadership research and benchmarking leading practices in the development of Talent Acquisition practices and frameworks.
• Drive innovation and integration of Talent Acquisition processes through technology.
• Ensure alignment and integration of Talent Acquisition practices with other HR practices.
• Lead the Talent Acquisition function building a capable and effective specialist team and manage resource allocation.
• Manage the Talent Acquisition budget within prescribed guidelines and governances.
• Contributes to a culture of data driven talent decisions throughout the Talent Acquisition spectrum supporting the business objectives to attract and select high performing value-aligned employees.
• Drives strong integration with the Talent & Performance Management function and other People & Purpose capabilities to ensure talent value chain optimisation.
• Preparation of talent insights reporting for P&P Leadco and engages senior leadership on trends.
• Incorporate business values including diversity and inclusion objectives future of work considerations into functional strategies and plans.
• Drive the recruitment delivery value chain optimisation for the AMF focusing on people processes and technology efficiencies and effectiveness.

  Key Performance Areas:

  Strategic Impact

• Gives significant input into the development of Service Line strategy in relation to specific areas of expertise
• Directs implementation of strategy within areas of expertise through detailed plan including:

• Identification of change initiatives that support the Firms and Service Line specific strategic objectives
  Approval of teams implementation plans with timelines actions and measures for success
  People plan to deliver on set goals
  Communication plan in terms of vision and delivery of strategy related to own Service Areas
  Defined reporting requirements for tracking of plans

• Supports leadership in achievement of overall Firms strategic objectives
• Works with own Service Line leadership team to deliver on EXCO mandate to own functional area
• Establishes and maintains external business relationships within area of expertise to collaborate on share and implement best practice
• Builds strong professional relationships across Deloitte Service Line leadership levels to understand varying needs of different areas.

  Client Impact: External / Internal

• Oversees delivery of a significant area of a Service Line within area of expertise with close collaboration with other specialised areas across Service Lines
• Provides support to Service Line leadership contemporaries and teams on strategic / complex technical issues
• Acts as sounding board to teams on business decisions and direction as needed
• Develops thought leadership within area of expertise and shares knowledge through internal/external presentations and to team for delivery improvement.

  Operational Effectiveness

• Maintains high level oversight of all change initiatives implementation of projects quality and timeliness of team delivery
• Provides teams with expert advice direction and recognition
• Provides own Service Line leadership with status of delivery across the business for reporting purposes
• Oversees risk issues within area of responsibility and address non-compliance as a matter of urgency
• Drives Deloitte values of exceptional service to internal clients growing the firms brand and talent development.

  Development/Growth of Team

• Identifies recruits mentors and develops managerial Service Area team members
• Acts as counsellor to Senior Manager/ Manager employees within Service Line ensuring effective coaching and guidance in development and career growth (May act as counsellor to employees from other Service Lines)
• Develops effective relationships with key talent and ensure they are well supported in their career growth
• Maintains robust succession plan for all senior/critical resource depending on the profile / need expertise
• Empowers existing senior managers / managers through effective delegation
• Provides consistent recognition and encouragement to teams and lead by example
• Demonstrates commitment to transformation agenda of the firm.

  Budgets / Profitability

• Provides annual budget for service area in line with Service Line targets and margins
• Manages Service Area budget ensuring no overruns and approving overall expenses and costs.

Associate Director Talent Standards:

Living our Purpose - Fosters broad commitment to our purpose and values; inspires peers and teams to make an impact that matters
Competitive Edge - Anticipates market and competitor trends to develop and deliver bold and innovative solutions that differentiate Deloitte with clients
Influence - Builds long-term trust-based relationships with senior stakeholders and influencers and uses highly developed influencing skills to drive impact often in complex situations
Performance drive - Builds a high performance culture by cultivating individual and team strengths; drives outstanding client service often through large cross-business and/or cross-border teams

Strategic direction - Sets & communicates strategic direction excites people around the vision and goals and aligns diverse cross-functional and cross-border teams to achieve success
Talent development - Manages the development of a strong pipeline of talent for current/ future success; owns and drives a talent experience that differentiates Deloitte
Inspirational Leadership - Leads from the front acting as an exemplary role model for leaders at all levels; promotes a strong sense of loyalty and followership and energizes others to act

Qualifications :

• Honours Degree
• Masters qualification (relevant to Service Area / Business Management etc.) an advantage

Experience 

• 8 years leading Talent Acquisition in a complex global corporate environment covering multiple geographies.
• Have experience of designing Talent Assessment strategies across corporate functions covering a broad range of assessment products and service providers.
• Have experience in the application of talent acquisition talent management and assessment strategies in multiple sectors it will be advantageous.
• Have experience in shaping an effective employer brand strategy within a multinational organisation and in depth experience of designing Talent Assessment strategies across corporate functions covering a broad range of assessment products and service providers.
• Have knowledge of the full Human Capital value chain e.g. organisational development organisational design talent management performance management reward and benefits and learning and development.
• Experience in design thinking agile methodology and driving enterprise change in a complex organization is an advantage.
• Proficiency in using marketing tools and software such as social media management platforms applicant tracking systems (ATS) and analytics tools.

Additional Information :

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities which may fall reasonably within the ambit of the role profile depending on operational requirements.

At Deloitte we want everyone to feel they can be themselves and to thrive at workin every country in everything we do every day. We aim to create a workplace where everyone is treated fairly and with respect including reasonable accommodation for persons with disabilities. We seek to create and leverage our diverse workforce to build an inclusive environment across the African continent.

How youll grow

At Deloitte our professional development plan focuses on helping people at every level of their career to identify and use their strengths to do their best work every day. From entry-level employees to senior leaders we believe theres always room to learn. We offer opportunities to help build world-class skills in addition to hands-on experience in the global fast-changing business world. From on-the-job learning experiences to formal development programs at Deloitte University our professionals have a variety of opportunities to continue to grow throughout their career. Explore Deloitte University The Leadership Center.  Deloitte we know that great people make a great organization. We value our people and offer employees a broad range of benefits. Learn more about what working at Deloitte can mean for you.  purpose

Deloitte is led by a purpose: to make an impact that matters. Every day Deloitte people are making a real impact in the places they live and work. We pride ourselves on doing not only what is good for clients but also what is good for our people and the communities in which we live and workalways striving to be an organization that is held up as a role model of quality integrity and positive change. Learn more about Deloittes impact on the world.   The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities which may fall reasonably within the ambit of the role profile depending on operational requirements.

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If youre unsure make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.

At Deloitte we want everyone to feel they can be themselves and to thrive at workin every country in everything we do every day. We aim to create a workplace where everyone is treated fairly and with respect including reasonable accommodation for persons with disabilities.

We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups.

We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring and we are committed to creating an environment where everyone can thrive.

If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process please let us know. We are happy to make adjustments to suit your individual needs.

Remote Work :

No

Employment Type :

Full-time