The Group Talent Acquisition Manager is a strategic partner to the Group Chief People & Culture Officer, responsible for leading and managing the end-to-end talent acquisition function across all business units. This role oversees workforce planning, employer branding, candidate experience, salary benchmarking, and talent analytics. Working in close collaboration with HR Business Partners, the manager also contributes to learning and development initiatives to build a robust and future-ready workforce.

Key Responsibilities:

1. Group-Wide Talent Acquisition Strategy

• Lead the full-cycle recruitment process across diverse functions and geographies, ensuring high-quality and timely hires.
• Collaborate with HR Business Partners and hiring managers to understand current and future talent needs.
• Design and implement sourcing strategies tailored to business priorities and local market dynamics.

2. Compensation Benchmarking & Market Intelligence

• Conduct regular salary benchmarking using a mix of internal data and external market insights.
• Advise hiring managers on compensation strategies, talent availability, and market competitiveness.
• Work closely with the Compensation & Benefits team to align hiring decisions with company pay structures.

3. Talent Analytics & Strategic Reporting

• Monitor, analyse, and report key recruitment metrics (e.g., time-to-fill, cost-per-hire, quality-of-hire).
• Provide actionable talent insights and trends to support strategic workforce planning and decision-making.

4. Employer Branding & Candidate Engagement

• Champion the Group's employer value proposition through targeted branding initiatives across digital and offline channels.
• Enhance candidate experience through best-in-class recruitment practices and communication strategies.
• Represent the company at industry events, job fairs, and talent engagement forums.

5. Stakeholder Engagement & Talent Advisory

• Serve as a strategic advisor to senior business leaders on talent trends, market conditions, and recruitment best practices.
• Produce regular recruitment updates and presentations for executive leadership.

6. Learning & Development Collaboration

• Partner with HR and business teams to identify emerging skill gaps and inform training strategies.
• Leverage recruitment insights to support internal talent development and succession planning.

Qualifications & Experience:

• Bachelor's degree in human resources, Business Administration, or a related discipline.
• Minimum of 6 years of progressive experience in talent acquisition, with at least 2 years in a group or regional role.
• In-depth knowledge of compensation benchmarking tools, sourcing platforms, and recruitment metrics.
• Strong project management skills with the ability to manage multiple recruitment campaigns simultaneously.
• Excellent communication, stakeholder management, and interpersonal skills.
• Proficient in Applicant Tracking Systems (ATS), LinkedIn Recruiter, and data-driven recruitment practices.