Let's Write Africa's Story Together!

Old Mutual is a firm believer in the African opportunity and our diverse talent reflects this.

Job Description

Skills, Qualifications and Experience Required:

• Bachelor’s Degree

• 3 – 5 years’ experience in a talent branding, recruitment and supporting and executing relevant programs and solutions in a corporate environment, covering multiple geographies

• Proven track record of impactful contributions at corporate level

The Recruitment Process:

• TA Interview: This will be a discussion with a member of the Talent Acquisition Team to give you an understanding of our business, our culture & values and more context on the role. It will also allow up the opportunity to get to know you more and ensure OMI can meet your career aspirations.

• Panel Interview: This will be with 2 members of the Senior Leadership of the Hiring Team .

• Technical & Psychometric Assessments: These will depend on the role and will sometimes happen concurrently with the Vetting Process.

• Final Feedback.

All About OMI:

https://www.oldmutual.co.za/about/old-mutual-insure/

https://www.linkedin.com/posts/old-mutual-insure_i-work-at-old-mutual-insure-of-course-activity-7161674472469524483-w0j6?utm_source=share&utm_medium=member_desktop

Please note that, unfortunately, we cannot accept any applications after the closing date

In this role, you will be responsible to implement and execute the recruitment, onboarding and development program and policies. You will also work with the business to understand hiring and development needs as well as be responsible for tasks including sourcing, assessment, selection, onboarding, and development of employees.

Responsibilities will include the following:

Implement the People Plan for the business segment

• Provide input into the Segment People Strategy.

• Partner with Senior Management teams to advise on people challenges and on how to improve segment people performance.

• Implement tactical and operational people plans in response to business and people challenges.

• Advise on people priorities for the future, using insights from Human Resource (HR) analytics and trends provided by the Human Resource Information Systems (HRIS) team.

• Advise Segment Senior Management teams on improving employee engagement at all levels and on building a high-performance culture aligned to the overall segment plans.

• Implement the Segment Talent and Leadership strategy and plan ensuring talent and leadership is effectively managed in the business and grown in order to build a strong leadership and talent pool for the business.

• Advise Senior Management teams on how to respond to change efficiently and effectively.

• Lead segment EE transformation to ensure achievement of targets set in the segment EE plan.

• Implement all cyclical HR events.

• Implement the organizational development and effectiveness plans to address business needs.

Future Talent Recruitment

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.

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.

Vacancy Profiling

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.

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

Contribute to the creation of assessment centers; 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.

HR Data Management

Carry out complex HR data processing tasks; advise colleagues when needed and use expertise to help improve data collection tools and administration processes.

HR Data Analytics and Insights

Deliver analyses of HR 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.

Talent Management

Contribute to the implementation of talent management strategies, ensuring a skilled and engaged workforce.

Employee Relations

• Report on ER Matters/Update the ER Dashboard Provide first-line ER guidance.
• Manage the chairperson list and allocations.
• Schedule disciplinary enquiries.
• Project Manage updates of policies.
• Coordinate and schedule ER upskilling sessions.
• Attend conciliations (CCMA) for simple matters.
• Develop and manage the people conduct dashboard for OMI

Skills

Action Planning, Brand Development, Business, Data Analysis, Data Compilation, Data Controls, Data Management, Evaluating Information, Executing Plans, Human Capital Management Systems, Human Resources (HR), Learning and Development (L&D), Oral Communications, Professional Presentation, Recruiting, Report Review, Talent Acquisition, Talent Attraction, Talent Management Software, Talent Recruitment

Competencies

Attracts Top Talent

Business Insight

Communicates Effectively

Decision Quality

Develops Talent

Directs Work

Ensures Accountability

Optimizes Work Processes

Education

Bachelor of Commerce (BCom): Human Resource Management (Required), NQF Level 7 - Degree, Advance Diploma or Postgraduate Certificate or equivalent

Closing Date

27 April 2025 , 23:59

The appointment will be made from the designated group in line with the Employment Equity Plan of Old Mutual South Africa and the specific business unit in question.

The Old Mutual Story!