About the position
Role Summary
This role is accountable for end-to-end regional talent management, with a strong focus on building sustainable workforce plans, partnering with regional institutions to source talent, developing internal talent pipelines, and optimising the ROI on talent acquisition. The Regional Talent Manager serves as the strategic workforce partner for the region, integrating external market intelligence with internal capability needs to ensure business continuity and future-fit talent.
Minimum Requirements
Bachelor's degree in Human Resources, Organisational Development, or related field.
Postgraduate qualification in HR, Talent Management, or Workforce Planning is preferred.
5-7 years' experience in full-cycle recruitment, with a strong focus on operational or customer-facing roles.
Experience within a retail, FMCG, or service-oriented environment is essential.
Proven success in delivering recruitment outcomes in decentralised or multi-site environments.
Bachelor's degree in Human Resources or related discipline (or equivalent experience).
Experience in high volume recruitment would be an advantage
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
1. 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.
2. 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.
3. 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
4. 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.
5. 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.
6. 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.
7. 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.
