Moshalagae Anna Masemola

• Support the TA Manager with the execution of recruitment strategies.
• Adopt a process and performance improvement mind set.
• Bring external market insights to TA, HR, and Hiring Manager conversations.
• Input into functional attraction plans, to include social media.
• Partner with Hiring Managers and HR to deliver a best-in-class recruitment service for all internal and external campus and frontline requirements across Supply Chain.
• Develop and clearly articulate recruitment strategies for each individual requirement (clarity between long term pipeline and short term).
• Conduct effective role briefing meetings.
• Write and promote engaging internal and external advertising based on a thorough role briefing.
• Direct contact with external parties (e.g., recruitment agencies).
• Direct source candidates for L02 & Below vacancies using a range of methods and tools, e.g., LinkedIn Recruiter.
• Shortlist, phone screen, support assessments/interviews.
• Deliver a best-in-class candidate experience to all that includes informing candidates of PepsiCo's recruiting and onboarding process.
• Partner with PEOPs team to effectively generating offer letters.
• Support the TA Manager on several topics (sourcing methods, projects).
• Adhere to TA processes and best practice system use (Kenexa, LinkedIn Recruiter) always.
• Advise on temporary recruitment as required.
• Ensure the correct use of assessment tools for each hire.

Achievements:

• Received a Quarterly award for closing numerous roles timeously in 2023 when I was only 6 months in the business.
• Nominated for People Function of the year in 2023 by the Annalize vander Waal

Talent Acquisition and Selection:
Ensure implementation of innovative sourcing strategies .
Create talent pools of talent to meet the constant business needs.
Proactively explore all available channels and processes to build diverse i.e. Headhunting, Talent Mapping, establishing candidate data base, advertising on web based job search sites, researching competitors, building industry networks, attending industry Specific events and fairs etc
Manage the delivery of search strategies designed to recruit senior and niche candidates. Partner with Group to deliver an increased capability for internal mobility by ensuring that internal Candidates are considered before moving to external sourcing solutions.
Engage in recruitment for senior level positions
Assess candidates to ensure cultural fit for the Group, values alignment, long term potential, and technical fit for roles, setting realistic role expectations before presenting candidates to Business.
Advise hiring managers on which candidates to progress to the next stage, ensuring the right recruitment decisions are made.

Talent Delivery Consultant

Rendering recruitment service to +/- 30 clients simultaneously)

• Drafting advertisements/ listings according to legislation and policy on behalf of PNet clients.
• Setting up suitable questionnaires in consultation with the Client or CRM per vacancy.
• Initial response handling and shortlisting of candidates based on scoring, recommendation/s and suitability based on recruitment best practices.
• Validation and vetting of information.
• Administration and scoring of evaluation instruments and techniques.
• Creating shortlists for Clients to conduct interviews from.
• Managing all electronic communication to applicants via PNet systems.
• General Administration.
• Client liaison and relationship management.

Responsible for the full life cycle of recruitment, including advertising, talent pool building and talent pool maintaining, sourcing, candidate screening, legal compliance, and reporting. All responsible for other HR related tasks and projects.

Recruitment and Selection

1. Deliver on minimum requirements set out by the key stakeholders of the business.
2. Source suitable quality candidates by using relevant job portals, referrals, headhunting etc.
for positions required.
3. Planning, communication and implementation of recruitment projects.
4. Engage with stakeholder to understand and support them with their relevant recruitment
needs.
5. Verify that all recruitment documents are in order and meets the company’s compliance and
governance standards.

Induction Planning and Coordination
1. Coordination of bi-weekly induction(training) process
2. Ensuring all benefit documents are ready before candidates come for induction training
3. Ensuring a facilitator is available for each induction
4. Liaising with training regarding the number of candidates coming through for induction
5. Ensuring set up takes place every Thursday before induction.

Access Cards

1. Ensuring access cards are coded correctly on the Gallagar Command Centre
2. Ensuring that the access cards are labelled correctly
3. Ensure that the details of each card created are captured on the excel sheet
4. Ensure that the access cards are distributed correctly to the correct departments

Project Management

1. Employee Value Proposition and Employee Wellness
2. Employee Wellness programs and wellness Day
3. Employee Incentives
4. Employee benefits

• Administer a professional resourcing process that is fair, consistent and in line with company policies, processes and relevant labour legislation to meet business needs within the agreed SLA
• Effectively screen, interview and select applicants according to the job, competency and cultural fit requirements of the position and the organization
• Manage and track candidate applications through the electronic candidate management system (People fluent) in a timely manner
• Manage client query processes and ensure that queries are tracked, accurately resolved and used as a mechanism to improve client service and business processes
• Provide regular reports on delivery of services against agreed service standards and in terms of overall client targets.
• Build and maintain relationships with clients and internal and external stakeholders
• Manage all recruitment related administration this entails sending calendar invites for interviews to both hiring managers as well as candidates. Updating the system if a job is on hold or cancelled. Providing hiring managers with candidate details. Providing candidates with feedback on their application.
• Schedule candidate assessments and checks
• Conduct candidate references