Purpose of the Role

The Recruitment Specialist is responsible for ensuring sustainable manpower growth across the Agency, Call Centre and Broker environments through effective recruitment strategy, workforce planning, onboarding, recruitment governance and manpower reporting.

What will make you successful in this role?

Manage the full recruitment lifecycle, including workforce planning, sourcing, screening, interviewing, selection, onboarding and placement of candidates
Build and maintain talent pipelines through advertising, social media recruitment, referral programmes, tertiary institutions and other sourcing initiatives
Partner with the call Call Centre Manager, Branch Managers, Sales Managers and Broker Relationship Managers to meet staffing requirements and recruitment targets
Coordinate assessments, interviews, reference checks, credit checks and candidate documentation
Facilitate onboarding processes, ensuring all contracts, regulatory submissions, system activations and employee or broker registrations are completed accurately and within agreed timelines
Liaise with internal stakeholders and regulatory bodies to support the licensing and placement of Advisors and Brokers
Maintain accurate recruitment, manpower and employee records, including appointments, transfers, exits and related documentation
Prepare and present recruitment and manpower reports, providing insights on vacancies, recruitment pipelines, onboarding progress and staffing trends
Ensure compliance with recruitment policies, governance requirements, audit standards and regulatory obligations
Support hiring managers with interview techniques, selection criteria and best recruitment practices
Enhance the employer brand and candidate experience through recruitment marketing and engagement initiatives
Monitor recruitment budgets and support cost-effective recruitment practices
Collaborate with training teams to ensure successful onboarding and induction of new hires
Assist with retention initiatives by monitoring recruitment quality and early employee integration
Provide oversight of payroll administration activities, payroll controls and payroll reporting to ensure accuracy and compliance
Perform additional related duties as required to support business objectives

Knowledge and Skills

Proficient in English (verbal & written) language skills; and/or additional local Namibian language will be a competitive advantage, etc
MS Office (Word, Outlook, Excel & Power point), Lotus Notes and Company’s software.
Strong end-to-end recruitment, selection, onboarding and placement knowledge.
Payroll administration.
Detailed knowledge of assessment tools, interview methods, screening, reference checks and candidate evaluation.
Understanding of manpower planning, recruitment budgets, recruitment ROI and workforce reporting.
Knowledge of financial services distribution, advisor recruitment, broker recruitment and regulatory placement requirements.
Ability to maintain accurate recruitment, advisor, broker, branch structure and onboarding records.
Strong stakeholder management skills, including engagement with NAMFISA, HR, Finance, Training, Call Centre Manager, Branch Managers, Sales Managers and Broker Relationship Managers.
Competencies required include planning and organising, communication, influencing, negotiation, business acumen, decision making, results orientation, technical knowledge, building partnerships and commitment to fair employment practices.

Overview of Role Responsibilities (Level 1-13)

Recruitment - Level 6 - Procedural Improvement; Adaptation
Work on attracting, shortlisting, selecting, and appointing suitable candidates for mid-level jobs (either permanent or temporary) within an organization. Ensure the hiring and onboarding of new employees to the organization.

Talent Management - Level 6 - Procedural Improvement; Adaptation
Coordinate a process or project of moderate complexity to implement diverse talent management strategies and programs.

Future Talent Recruitment - Level 6 - Procedural Improvement; Adaptation
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.

Leadership and Direction - Level 6 - Procedural Improvement; Adaptation
Communicate the local action plan; explain how this relates to the function's strategy and action plan and to the broader organization's mission and vision; motivate people to achieve local business goals.

Performance Management and Talent Development - Level 5 - Process Efficiency; Application
Support the design and delivery of performance management and talent development policies and processes; provide relevant operational and organizational analyses and analysis of external practices; and design and deliver implementation training and support materials.

Required Skills

Resourcing and Workforce Planning - Fully Competent
Works with full competence to ensure that the organization is able to attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resources to meet changing needs fulfilling the short and long term needs of the organizations strategy. Typically works without supervision and may provide technical guidance.

Verbal Communication - Fully Competent
Works with full competence to express ideas, request actions, formulate plans, & policies by means of clear and effective verbal communications. Typically works without supervision and may provide technical guidance.

Policy and Procedures - Fully Competent
Works with full competence to monitor, interpret and understand policies and procedures and ensure their alignment with organizational strategies and work objectives. Typically works without supervision and may provide technical guidance.

Review and Reporting - Advanced
Works at an advanced level to create reports, and review reports created by others, for various audiences as relevant, in a lucid and effective manner, keeping in mind the purpose of reports. Typically works independently and provides guidance.

Employee Engagement Principles - Fully Competent
Works with full competence to cultivate a positive work environment that motivates employees, promotes their active participation, fosters open communication, and ensures job satisfaction, contributing to the organization's overall success. Typically works without supervision and may provide technical guidance.

Talent Management - Fully Competent
Works with full competence to attract, develop, engage, mobilise and retain top talent within the organisation, by creating strategies to optimise the performance, enhance the retention and ensure the succession of talented employees. Typically works without supervision and may provide technical guidance.

Qualification and Experience

School leaving certificate
Degree in Human Resources, Industrial Psychology, Business Administration or a related field will be an added advantage
Minimum 4-5 years' experience in end-to-end recruitment and talent acquisition. Prior recruitment agency experience will be an added advantage

Managerial Experience

Experience of supervising and directing people and other resources to achieve specific end results within limited timeframes (Minimum 2 years)

Required Behavioural Competencies