Talent Acquisition Manager

Description:

1. Role PurposeWe are looking for an experienced Talent Acquisition Manager to build and lead the recruitment function for a growing national retail business. This role combines strategic design with hands-on delivery and requires someone who can establish best-practice processes, manage high-volume frontline hiring, support new store openings, drive internal mobility, and develop long-term capability within the business.
   The Talent Acquisition Manager will be responsible for creating a consistent, compliant, and efficient recruitment framework that supports the companys growth plans and ensures a strong, positive candidate experience.
   
   1. Key ResponsibilitiesStrategic Design & Framework Development
      
      • Develop and implement a national recruitment strategy and operating model.
      • Create standardised recruitment processes, toolkits, templates, scorecards, and governance.
      • Establish recruitment policies aligned with South African labour legislation (LRA, BCEA, EEA, POPIA).
      • Build a scalable recruitment model that supports future store expansion.Recruitment Delivery & Execution
        
        • Manage end-to-end recruitment for Head Office and Store roles (operational and specialist).
        • Lead sourcing efforts, talent pipelines, community recruitment, and partnerships with institutions/colleges.
        • Oversee advertising, screening, shortlisting, interviewing, assessments, and offer management.
        • Improve turnaround times, quality of hire, and recruitment efficiency.Workforce Planning & New Store Openings
          
          • Partner with HR and Operations to forecast workforce needs.
          • Lead recruitment planning and delivery for new store launches, including assessment days and volume hiring events.
          • Build a recruitment calendar and long-term talent pipeline to support expansion.Internal Mobility & Talent Pathways
            
            • Promote internal-first recruitment and collaborate with HR on succession plans.
            • Create structured pathways for internal candidates to access development and promotion opportunities.Compliance, Governance & Reporting
              
              • Ensure recruitment processes comply with labour, equity, and data protection laws.
              • Train hiring managers on interviewing, STAR methodology, bias reduction, and hiring discipline.
              • Track and report key recruitment metrics (time-to-fill, cost-to-hire, source effectiveness, etc.).
              • Maintain recruitment documentation and audit readiness.ATS & Technology Management
                
                • Administer and optimise the Applicant Tracking System (ATS).
                • Ensure data accuracy, clean workflows, dashboard