Talent Coordinator

General Description / Job Purpose:

The Talent Coordinator drives the operational delivery of recruitment, translating workforce plans into successfully hired and onboarded employees. Working closely with the Talent Acquisition Partner and hiring managers across the business, the role supports the full hiring lifecycle, including sourcing, screening, interview coordination, offer management and Day One readiness, while ensuring a professional candidate and hiring manager experience that strengthens the employer brand. The role also provides operational support to the Talent Acquisition Partner and a dotted reporting line to the Senior Human Capital Manager through effective recruitment process management, stakeholder coordination, recruitment reporting, onboarding support and employer branding initiatives.

This role is well suited to someone who thrives in a fast paced, high volume recruitment environment, is confident managing data and systems such as ATS and HRIS platforms and can proactively identify and resolve process inefficiencies before they become bottlenecks. It requires a high degree of ownership and autonomy, with the Coordinator expected to manage their own requisition portfolio, make sound day-to-day recruitment decisions, and escalate matters appropriately where needed.

Responsibilities:

Recruitment Delivery

• Own end-to-end recruitment for an allocated portfolio of vacancies, from intake briefing to signed offer.
• Partner with hiring managers to scope role requirements, define success profiles, and agree realistic time-to-fill targets.
• Draft compelling, inclusive job advertisements and manage postings across internal channels, job boards, and LinkedIn.
• Proactively source candidates using multi-channel search (LinkedIn Recruiter, talent pools, referrals, niche boards) rather than relying solely on inbound applications.
• Screen applications and conduct structured, competency-based interviews to build a shortlist hiring managers can trust.
• Coordinate interview logistics end-to-end; scheduling, panel coordination, candidate briefing packs, and feedback capture.
• Manage reference checks, qualification verification, and background screening in line with policy and applicable legislation.
• Draft offer documentation in collaboration with the Talent Acquisition Partner and manage the offer/negotiation process to acceptance.
• Keep candidates and hiring managers informed at every stage, no silence, no surprises.

Systems, Data & Reporting

• Maintain the ATS and HRIS as the single source of truth for candidate and requisition data; accurate, current, audit-ready.
• Track and report on recruitment KPIs; time-to-fill, time-to-hire, source of hire, offer-acceptance rate, and pipeline health and flag trends that need attention.
• Produce monthly recruitment dashboards and reporting for the Human Capital team and business stakeholders.
• Monitor the recruitment budget, process recruitment-related invoices, and support Human Capital audit requirements.
• Ensure all recruitment and candidate data handling complies with POPIA and internal data-governance policy.

Employer Branding & Talent Attraction

• Coordinate recruitment marketing activity, including careers-page content and recruitment social media calendars.
• Build and nurture talent pools/pipelines for scarce or recurring skills ahead of need.
• Support graduate, internship and bursary programmes, and represent the organisation at career fairs and networking events.

Onboarding

• Coordinate the recruitment-to-onboarding handover; contracts, qualifications, banking and employee records — completed accurately and on time.
• Track Day One readiness in partnership with Human Capital Administration, IT, Facilities and Payroll, escalating any delays or gaps that may affect the new starter experience.
• Act as the Talent point of contact for new starters before commencement.

Continuous Improvement & Human Capital Support

• Identify recurring process bottlenecks and recommend fixes as this role is expected to improve the process, not just run it.
• Maintain recruitment templates, process guides and documentation.
• Support workforce planning and broader Human Capital projects as required.
• Respond professionally to recruitment and Human Capital queries from employees, candidates and external stakeholders.

Success Measures (First 12 months)

• Time-to-fill and time-to-hire held at or below agreed benchmarks for the portfolio.
• Offer-acceptance rate and candidate experience feedback trending positively.
• ATS/HRIS data accuracy sufficient to support real-time, self-serve reporting.
• Onboarding documentation completed on time with zero Day One readiness gaps.
• At least one measurable process improvement implemented (e.g. reduced scheduling turnaround, improved sourcing yield).

Minimum Educational Qualifications

• Bachelor’s Degree or National Diploma in Human Resources, Industrial Psychology, Business Administration or a related field.

Previous Experience

• 3–5 years' experience in Talent Acquisition, Recruitment or Human Resources, including managing end-to-end recruitment processes.
• Hands on experience with an ATS and HRIS; comfortable owning system data quality, not just entering it.
• Experience coordinating recruitment campaigns across multiple disciplines and stakeholder groups.
• Working knowledge of South African labour legislation (LRA, EEA, BCEA) and current recruitment best practice.

Key Competencies

• Stakeholder management builds credibility with hiring managers fast, and can push back constructively when timelines or expectations are unrealistic.
• Structured interviewing and candidate assessment.
• Organisation under volume: manages multiple concurrent requirements without dropping detail.
• Data fluency: reads recruitment metrics and translates them into action, not just a report.
• Discretion and professionalism with confidential information.
• Advanced Microsoft Office literacy; ATS/HRIS platform proficiency.
• Clear, professional written and verbal English communication.

Equal Opportunity

The organisation is committed to employment equity and building a workforce that reflects the diversity of South Africa. Recruitment decisions are made in line with the Employment Equity Act and the organisation's transformation objectives.