Talent Partner- Kenilworth

Pick n Pay Stores Limited; Cape Town; On-site; ZAR 500,000 - 700,000; Full time

Job summary

A leading retail company is looking for a Talent Partner in Cape Town to spearhead strategic workforce planning, enhance recruitment processes, and build partnerships with educational institutions. The ideal candidate will have experience in managing talent pipelines and execution of regional hiring strategies, ensuring a strong candidate experience focused on diversity and cultural fit.

Qualifications

• Strong regional insights to influence hiring direction.
• Ability to plan and execute hiring at pace across multiple roles.
• Demonstrates integrity and care in all talent interactions.

Responsibilities

• Partner with leadership to define workforce planning needs.
• Establish partnerships with local schools and universities.
• Lead end-to-end recruitment delivery and improve quality of hire.
• Monitor and report on recruitment effectiveness.

Skills

Strategic Ability

Business Insight

Practical Execution Management

Innovative and Creative Mindset

Motivating People

Organisational Agility

Modelling the Values

Job description

Overview

Job title: Talent Partner – Kenilworth

Job Location: Western Cape, Cape Town

Deadline: September 29, 2025

Competencies

• Strategic Ability – applies regional insights to influence hiring direction and workforce planning.
• Business Insight – understands local operations and tailors acquisition strategies accordingly.
• Practical Execution Management – able to plan and execute hiring at pace across multiple roles.
• Innovative and Creative Mindset – uses modern sourcing tools and unconventional channels where needed.
• Motivating People – energizes hiring managers to act with urgency and inclusivity.
• Organisational Agility – navigates complexity between central and regional priorities with ease.
• Modelling the Values – demonstrates integrity, service and care in all talent interactions.

Key Responsibilities

Strategic Workforce Planning & Regional Intelligence

• Partner with PBP Lead and Heads of Retail / General Managers to define regional workforce and succession planning needs aligned to store formats, growth, and attrition risks.
• Use labour market insights to forecast talent demand, proactively addressing skills gaps.
• Lead workforce segmentation and talent forecasting models to align headcount with financial and operational targets.

Regional Talent Sourcing & Partnerships

• Establish and maintain strong partnerships with regional schools, universities, TVET colleges, NGOs, government departments and workforce development agencies.
• Design regional talent attraction strategies that leverage external partnerships, internship / graduate programs, and community upliftment pipelines.
• Represent the company at regional career days, advisory boards, and industry forums to position Pick n Pay as an employer of choice.

Internal Bench Strength & Pipeline Development

• Identify scarce and critical roles, specific to the region.
• Collaborate with L&D and Operations to build internal talent benches for critical and scarce roles.
• Ensure readiness of talent pipelines aligned to stores, and support office needs in the region.
• Support succession planning processes and enable job mobility across stores and between regions to enhance workforce agility.
• Facilitate cross-functional stretch assignments and redeployment strategies as part of talent retention and growth.

Recruitment Execution & Talent Experience

• Lead end-to-end recruitment delivery from job brief to offer acceptance and onboarding.
• Ensure best-in-class candidate and hiring manager experience, with a special focus on diversity, equity, and regional cultural fit.
• Collaborate with People Business Partners to continuously improve the quality of hire.
• Actively contribute to offboarding processes by conducting exit interviews and identifying trends that may inform future hiring or retention strategies.

Talent ROI & Financial Metrics

• Monitor and report on recruitment and pipeline effectiveness: time-to-fill, quality-of-hire, hiring cost vs. budget, and impact on sales productivity.
• Identify areas where talent planning can reduce vacancy lag, shrinkage, or training cost escalation.
• Work with HR analytics to generate regional dashboards for workforce planning and hiring efficiency.

Regional Integration & Practice Leadership

• Act as the bridge between the region and the central Talent Centre of Excellence.
• Implement national initiatives locally while tailoring for regional context and impact.
• Contribute to the design and testing of national employer branding and talent intelligence tools.

Regional Store Engagement & Field Visibility

• Conduct regular store visits across the region to understand frontline realities, strengthen operational partnerships and assess recruitment effectiveness.
• Use insights from the field to continuously tailor sourcing strategies, onboarding support and career pathway messaging for employees.

Closing date: 29 September 2025

• Human Resources jobs