Talent Partner TBWA SA

Job description

Role profile : Talent Partner

Function: Group Human Resources

Organisational level: Professional/Specialist (Stratum II)

Reports To: Group Talent Manager (Primary)

Dotted line accountability:
Group learning and development manager (learning design oversight, quality assurance)
functional relationships: Talent partner works across all agencies in the collective; coordinates and collaborates with HR operations and business partnering teams, supports the various Human Resources managers on culture initiatives; liaises with external talent.

1. Role purpose and strategic context

• The Talent Partner is an operational role that combines embedded talent management execution with learning and capability delivery across the TBWA SA collective. This role bridges strategic HR intent with day-to-day talent operations and learning activation, executing programs designed by the group talent manager and group capability development manager.
• This is a consolidated role combining operational activities previously distributed across separate talent coordinators and learning coordinators. The Talent Partner brings integrated thinking to talent and learning execution, recognising that talent acquisition, retention, performance management, and capability development are interconnected. The role maintains dual accountability: primary reporting line to group talent manager (talent operations) with dotted line accountability to capability development Manager (learning quality and design contribution).
• Strategic criticality: High at operational level. This role directly impacts candidate experience (attraction, recruitment quality), employee engagement (learning programs delivery, culture activation), and talent operations quality. Excellence here directly affects talent retention and capability development outcomes.
• Unique value proposition: Unlike traditional siloed talent coordinators or learning coordinators, this role integrates talent and learning execution. The Talent Partner can identify talent development needs during recruitment/onboarding and facilitate appropriate learning responses. They understand how recruitment, engagement, and learning programming together create compelling employee experience.

2. Key accountabilities and decision-making authority

Talent operations accountability:

• Recruitment operations and execution: End-to-end recruitment process execution within strategic framework set by talent manager: job posting, candidate screening, interview coordination, offer management, onboarding. Execute recruitment according to defined timelines and quality standards. Manage candidate experience and communication.
• Recruitment requisition management: Manage 15-25 active recruitment requisitions across multiple agencies and levels. Track pipeline, manage hiring manager relationships, escalate delays or quality issues to talent manager.
• Onboarding program delivery: Execute onboarding for new hires: ensure paperwork completion, system access, benefit enrollment, first-week orientation. Coordinate first 90-day integration; gather feedback from new hires and hiring managers on onboarding quality.
• Talent data and HRIS management: Maintain accuracy of talent related HRIS data: applicant tracking, recruitment metrics, employee records as they pertain to talent module. Monthly data reconciliation and clean-up. Generate recruitment pipeline reports and hiring metrics.
• Performance management support: Administer performance management cycle (if applicable): scheduling, template distribution, deadline management, collation of performance data. Support managers with performance conversation guidance.
• Retention and engagement initiatives: Execute engagement and retention programmes designed by talent manager: pulse surveys, recognition programmes, engagement events, stay interviews, exit interview coordination. Identify at-risk talent and escalate to manager.
• Talent review facilitation: Assist with talent review sessions: coordinate scheduling, prepare materials, document succession planning decisions, maintain talent pipeline documentation.

Learning and capability execution accountability:

• Learning programme delivery: Co-deliver or facilitate learning programmes designed by capability manager: leadership development workshops, skills academy courses, team training sessions. May co-facilitate or support external facilitators.
• Onboarding learning integration: Integrate learning elements into onboarding process: ensure new hires access foundational learning (role-specific skills, culture orientation, system training). Create tailored onboarding plans aligned to role-specific capability needs.
• Microlearning and just-in-time learning: Curate and deliver bitesized learning content in response to immediate capability needs (system training, process updates, compliance training). Use learning platforms to deliver microlearning modules.
• Learning programme logistics and coordination: Coordinate learning programme delivery logistics: scheduling, participant registration, venue/meeting management, materials preparation, participant communication.
• Learning effectiveness support: Administer learning programme evaluations (participant feedback, completion tracking). Collect learning transfer evidence (manager observations on participant application of learning). Report learning delivery metrics to capability manager.
• Coaching and mentoring support: Facilitate connections between mentors and mentees; may provide peer coaching or developmental conversations. Support coaching programme administration.
• Capability assessment and development planning: Support capability assessments during onboarding or performance reviews. Help individuals identify development needs and connect to appropriate learning resources.

Cross-functional execution accountability:

• Employee experience coordination: Coordinate with people and culture team on engagement initiatives and culture activation activities. Help create positive employee touchpoints and communications aligned to signature ex framework.
• Stakeholder relationship management: Build relationships with agency leadership, hiring managers, HR partners, employees, and external recruitment partners. Respond to inquiries; provide HR support at operational level.
• Data and analytics support: Compile talent and learning metrics; create reports; assist with data analysis projects commissioned by senior managers. Quality assurance of data inputs.
• Process improvement and documentation: Identify process inefficiencies and bottlenecks in talent and learning operations. Suggest improvements, maintain documentation of processes and procedures.

3. Experience and qualifications

Required experience:

• Minimum 3-5 years in human resources, recruitment, learning and development, or related operational HR roles
• Demonstrated experience in recruitment coordination, onboarding, or HR administration
• Experience with HRIS systems and recruitment platforms (applicant tracking systems)
• Experience managing multiple concurrent projects/ requisitions with attention to quality and timelines
• South African HR context: Knowledge of South African employment law basics, recruitment regulations, compliance requirements

Preferred experience:

• Experience in a collective or holding company structure with multiple operating companies
• Experience with learning programme logistics or training coordination
• Experience in engagement programme execution or employee events coordination
• Advertising industry exposure (creative talent dynamics preferred but not required)
• Experience with multiple recruitment channels and recruitment technology
• Data analysis or basic analytics experience (spreadsheets, reporting)

Required qualifications:

• High school diploma/national senior certificate (minimum)
• Post-secondary qualification in human resources, business administration, or related field strongly preferred

Preferred qualifications:

• Diploma or degree in human resources, business administration, or related field
• Certification in HR (e.g. SABPP HR Fundamentals) or recruitment (e.g. recruitment certification)
• Certification in learning and development fundamentals
• Advanced Microsoft Office proficiency (pivot tables, VLOOKUP, dashboarding)

4. Success measures and key performance indicators:

Critical success factors:

• Clear role definition and dual accountability understanding: The Talent Partner must understand and embrace the hybrid nature of this role, integrating talent and learning perspectives rather than treating them as separate activities. Requires clarity on dual reporting lines and how to navigate dotted-line accountability.
• Strong support from managers: Success depends on clear direction, coaching, and feedback from both Talent Manager and capability development manager. Conflicting direction must be resolved by managers.
• Clear processes and documentation: Standardized recruitment, onboarding, and learning programme processes enable consistent execution and minimize errors. Role relies on clear SOPs and guidance.
• Technology infrastructure: Quality HRIS, recruitment platform, and learning management system are essential tools. System downtime or poor functionality will significantly impair execution.
• Adequate workload and span: 15-25 concurrent recruitment requisitions, onboarding batch loads, and learning programme schedules must be realistically managed by individual(s) in role.
• Overload compromises quality.
• Stakeholder responsiveness and cooperation: Hiring managers, employees, and external partners must be responsive and cooperative for recruitment, onboarding, and learning execution to flow smoothly.
• Internal facilitator and coordinator support: Delivery success depends on quality internal facilitators, training coordinators, and facilitator support for learning programmes.

Key enablers:

• Clear SOPs and documentation: Comprehensive process documentation, templates, checklists, and decision trees for recruitment, onboarding, and learning coordination
• Manager coaching and feedback: Regular 1:1 meetings, quarterly reviews, and coaching from both talent and capability development managers
• Technology tools: Well-configured HRIS, ATS, LMS/LXP, and communication platforms
• Training and orientation: Comprehensive onboarding to role; training on systems, processes, and expectations
• Peer support network: If multiple Talent Partners exist, peer collaboration and knowledge sharing
• Professional development support: Opportunities for certifications, training, and capability development (e.g. HR fundamentals, recruitment, learning foundations)
• Recognition and appreciation: Acknowledgment of quality execution; celebration of wins; positive feedback on impact

Posted on 09 Mar 09:47, Closing date 4 Apr