Responsibilities Use proactive talent acquisition strategies to attract talent and efficiently manage the talent pool. Build the company’s professional network through networking, relationships with HR professionals, and various suppliers. Recommend ways to improve the employer brand. Conduct the end‑to‑end recruitment process for assigned positions. Conduct interviews with job applicants and create a shortlist of suitable candidates. Develop interview questions aligned to the specific requirements of each role. Keep track and regularly report on recruiting metrics. Investigate, consider, and implement new sourcing methods. Research and select the most effective job advertising channels to support recruitment needs. Ensure accurate and up‑to‑date information is submitted to Payroll in a timely manner. Ensure that all recruitment material (interview notes and related paperwork) is filed and stored appropriately. Use data analytics to stay on top of current vacancies and potential openings in order to minimise the costs of an unfilled position. Report to management and provide decision support through talent acquisition and HR metrics. Maintain up‑to‑date records of all employees recruited by the business to track the success rate of recruitment advertisements or monitor staffing levels across departments. Oversee the management, coordination, and allocation of Roaming Administrators to departments requiring short‑term operational support, ensuring optimal utilisation, clear accountability, and alignment with business priorities. Drive the effective management and adherence of the requisition workflow process. Ensure the Application Tracking System is accurately maintained and effectively utilised by the Talent Acquisition team. Manage various job portals. Accountable for budgeting related to the Talent Acquisition function, including cost control and forecasting. Review and approve invoices for submission to Finance for payment processing. Oversee the Talent Acquisition team and report on the team’s performance. Provide overall guidance to the team. Set team goals in order to meet the overall business needs. Motivate, organise and encourage teamwork within the team to ensure productivity. Stay up to date on labour legislation and actively drive awareness within the team to ensure alignment with the latest regulatory changes. Conduct benchmarking and reviews ensuring the implementation of best practice on talent acquisition and related processes. Research and benchmark market related salaries for vacancies across the business. Liaise with management to anticipate and plan for future recruitment needs. Advise hiring managers on interviewing techniques. Stay up to date with labour legislation and drive awareness among line managers regarding regulatory changes. Manage service‑level agreements with suppliers. Work closely with hiring managers, recruitment team, payroll and overall HR team to manage sourcing, interviewing and any related employment processes. Liaise with hiring managers and recruiters to discuss the progress of current recruitment activities. Keep up to date with staffing needs in line with organisational goals and/or business plans. Act as the custodian for the Recruitment Policy and related practices. Drive recruitment processes, practices and techniques. Evaluate current recruiting procedures to determine whether they can be modified for increased efficiency and effectiveness. Ensure that all recruitment activities comply with employment laws and regulations, maintaining proper documentation and records (interview notes and related paperwork). Qualifications Grade 12 or equivalent (Essential) Relevant degree in Human Resources or related field (Essential) 10 years’ relevant experience in a mid‑sized organisation, of which at least 3 years have been in a managerial role (Essential) Proven experience working as a Recruitment/Talent Acquisition Manager (Essential) Experience working on various career portals such as Pnet, LinkedIn, etc. (Essential) Experience working with an Applicant Tracking System (ATS) (Essential) Experience working with Human Resource Information systems such as Sage and SageX3 (Advantageous) Knowledge and understanding of Human Resources Management practices, procedures and relevant legislation (BCEA, EEA, SDA, Codes of Good Practices) Sound knowledge of labour legislation and HR practices Proficient in all Microsoft Office applications as well as recruitment software Excel is essential. Personal Attributes Positive attitude Strong work ethic Honesty and integrity Proactive approach towards delivery of duties Strong team player Committed and willing to take on new challenges Able to cope with changing workload priorities and pressure Able to maintain confidentiality at all times Immaculate time‑keeping Able to work without supervision Willingness to lead, take charge of situations, offer opinions and directions to others Decision‑making and team management skills (Essential) Strong report writing skills and exceptional interpersonal skills Strong planning and organisational skills Attention to detail Proactive and use of own initiative is vital to the role Excellent communication (verbal and written) Application Guideline Email applications will not be accepted Preference will be given to members of under‑represented designated groups If no feedback is provided within two (2) weeks from the closing date, please consider your application as unsuccessful FlySafair Reserves The Right Not to proceed with this vacancy To appoint the selected candidates based on its operational requirements Closing date: 11 February 2026 #J-18808-Ljbffr