Employer: Dis-Chem Pharmacies Limited Dis-Chem Pharmacies requires a Talent Acquisition Manager (Enabling Functions) – Midrand Head Office.  The Recruitment Manager - Enabling Functions is accountable for designing, leading, and continuously optimising a professional and specialist talent acquisition strategy for Head Office and enabling functions. These functions typically include P&C, Finance, IT, Digital, Data & Analytics, Legal, Risk, Marketing, Procurement, Strategy, and other head office or centre-of-excellence roles. The role ensures the organisation attracts, selects, and secures high-calibre professional, technical, and leadership talent that enables operational divisions to perform, scale, and transform. The focus is on quality of hire, capability depth, and long-term organisational effectiveness rather than volume alone. Essential: - Grade 12 / Matric or Senior Certificate - Diploma or Degree in Human Resources, Industrial Psychology, or related field. - Minimum 10 years’ end-to-end recruitment experience (in-house and/or agency). - Minimum 3–5 years’ experience recruiting professional, specialist, or leadership roles in corporate environments. - Minimum 3 years’ people management experience within a talent acquisition function. Advantageous: - APSO/SABPP accreditation - Experience in executive search, talent intelligence, or succession-focused hiring. Key accountabilities Enabling Talent Acquisition Strategy & Workforce Planning - Develop and execute a talent acquisition strategy for enabling and Head Office functions aligned to business strategy, transformation initiatives, and capability roadmaps. - Partner with Executive Leadership, Functional Heads,  P&C Ops, and Workforce Planning to anticipate current and future capability needs. - Translate strategic initiatives (digital transformation, systems modernisation, governance strengthening, analytics maturity) into forward-looking recruitment plans. - Continuously benchmark enabling function recruitment practices against international best practice in professional and specialist hiring. End-to-End Recruitment Operations (Professional, Specialist & Leadership Roles) - Own and govern the full recruitment lifecycle for enabling function roles, from requisition approval through to offer acceptance. - Manage recruitment for specialist, scarce-skills, and leadership roles requiring rigorous assessment, market mapping, and targeted sourcing. - Ensure consistent, high-quality recruitment processes that balance speed with depth of evaluation and risk mitigation. - Partner with OD to ensure role profiles, competency frameworks, and assessment criteria are current, future-focused, and business-relevant. Sourcing Strategy, Market Mapping & Talent Advisory - Design and execute sophisticated sourcing strategies including proactive market mapping, talent intelligence, referrals, and selective agency partnerships. - Build and maintain long-term talent pipelines for critical professional and leadership roles. - Act as a trusted talent advisor to senior leaders, providing insight on talent availability, market trends, and remuneration dynamics. - Reduce reliance on contingent search by strengthening direct sourcing capability and internal succession pipelines. Technology, Systems & Process Optimisation - Own governance and effective utilisation of the Applicant Tracking System (ATS) for enabling recruitment. - Ensure recruitment workflows support specialist hiring, executive search processes, and compliance requirements. - Leverage digital tools, assessments, and automation where appropriate to improve recruiter productivity and candidate experience. - Continuously refine recruitment processes to support high-quality decision-making and reduce hiring risk. Analytics, Reporting & Decision Support - Define and track recruitment metrics relevant to professional and specialist hiring, including time-to-fill, quality of hire, hiring manager satisfaction, and offer acceptance rates. - Provide insight-driven reporting to HR and Executive stakeholders, translating recruitment data into strategic workforce insights. - Use data to inform sourcing strategies, prioritisation of roles, and investment in talent acquisition capability. Governance, Compliance & Risk Management - Ensure recruitment practices comply with labour legislation, employment equity requirements, POPIA, and internal governance standards. - Embed appropriate controls for senior, specialist, and risk-sensitive appointments. - Manage contracts with specialist search firms, assessment providers, and talent platforms in line with procurement and transformation principles. - Safeguard organisational reputation by enforcing ethical, consistent, and defensible hiring practices. Team Leadership & Capability Development - Lead, coach, and develop a recruitment team specialising in professional, technical, and leadership hiring. - Allocate recruitment resources across functional portfolios based on strategic priority and complexity. - Set clear performance expectations focused on quality, insight, and stakeholder value. - Build recruiter capability in talent advisory, market intelligence, assessment methodology, and executive stakeholder engagement. General - Adhere to Dis-Chem Policies and Standard Operating Procedures. - Adhere to Health and Safety rules and regulations. Core Competencies Strategic & Enterprise Acumen - Understands how enabling functions drive organisational performance and risk management. - Aligns talent decisions with long-term strategy and transformation objectives. Analytical & Advisory Capability - Uses data, insight, and judgement to guide complex hiring decisions. - Provides credible talent advice to senior and executive stakeholders. Quality & Risk Orientation - Maintains rigorous hiring standards for specialist and leadership roles. - Balances speed with depth, due diligence, and defensibility of decisions. Stakeholder Influence - Builds trusted relationships with executives, functional leaders, and external partners. - Influences hiring outcomes through insight rather than authority. Leadership & People Development - Develops high-performing recruiters with strong judgement and advisory capability. - Coaches teams to operate as strategic partners, not order-takers. Change & Adaptability - Responds effectively to evolving capability needs, operating models, and strategic shifts. - Leads recruitment change with clarity and pragmatism. Technical & Digital Capability - Advanced proficiency in ATS platforms and recruitment analytics. - Familiarity with executive search tools, professional networks, and digital sourcing platforms. - Strong MS Office capability, particularly Excel and PowerPoint for insight reporting. Special conditions of employment: - South African citizen - Clear credit and criminal records Remuneration and benefits: - Market related salary ONLY SUCCESSFUL APPLICANTS WILL BE CONTACTED. IF YOU HAVEN`T BEEN CONTACTED WITHIN TWO WEEKS AFTER THE CLOSING DATE CONSIDER YOUR APPLICATION AS UNSUCCESSFUL. Dis-Chem Pharmacies is an equal opportunity employer. Dis-Chem’s approved Employment Equity Plan and Targets will be considered as part of the recruitment process aligned to Dis-Chem’s Employment Equity & Transformation Strategy. Dis-Chem actively supports the recruitment of People with Disabilities.