Develop and implement a progressive talent acquisition strategy aligned to the company’s commercial objectives, AI growth roadmap and long-term workforce planning requirements
Partner closely with Executive and Senior Leadership to anticipate capability gaps, particularly in AI, data, digital transformation and emerging technologies
Build workforce models that support scalable growth, including onshore, nearshore, and offshore capability strategies
Act as a strategic advisor to the business, confidently challenging hiring assumptions, workforce structures, budget allocation, and skill deployment to ensure optimal outcomes.
Design and continuously evolve a company-wide skills matrix, mapping current capability against future AI and technology requirements
Identify skill shortages, reskilling opportunities, and build vs. buy decisions to support AI innovation and automation objectives
Partner with Learning & Development to drive targeted upskilling programmes that enhance AI fluency and digital capability across the workforce
Ensure hiring strategies prioritise scarce AI talent while balancing cost control and long-term sustainability.
Develop and implement a structured offshoring strategy, with particular focus on expanding and optimising capability in South Africa where appropriate.
Identify roles suitable for offshore deployment without compromising quality, governance, or cultural alignment.
Ensure offshore hiring aligns to cost efficiency, scalability, and long-term workforce resilience.
Build strong local recruitment partnerships and employer brand presence within key offshore markets.
Oversee and manage the complete recruitment lifecycle across all functions and geographies.
Leverage innovative sourcing strategies and ensure a seamless, high-quality candidate experience.
Drive employer branding initiatives across digital channels, industry networks, and talent communities.
Manage, coach, and develop a high-performing recruitment team focused on delivery excellence and continuous improvement.
Provide regular, data-driven talent reports to the business, tracking skills shortages and future capability risks
Hiring pipeline and time-to-fill metrics
Cost per hire and recruitment ROI
Headcount tracking vs. budget
Overspend risks and resource forecasting
Use analytics to identify inefficiencies, duplication or structural workforce issues
Present insights confidently at leadership level, driving accountability for workforce planning decisions.
Implement dashboards that allow the business to monitor talent risks and workforce investment in real time.
Collaborate with Finance and Business Leaders to align hiring with financial planning and budget governance.
Actively challenge unnecessary hiring requests and ensure robust justification linked to strategic outcomes.
Drive proactive workforce planning conversations rather than reactive hiring behaviour.
Ensure onboarding processes are seamless, compliant and aligned with culture and performance expectations.
Requirements
Proven experience as a Talent Acquisition Leader in a global firm with leading the function and organisation through a series of change initiatives
Experience in Financial Services and/or a professional services environment is a plus
Strategic thinker with strong commercial acumen
Confident and credible at Executive level; comfortable challenging the business constructively and assertively
Highly analytical with strong capability in workforce data interpretation and reporting
Excellent written and verbal communication skills
Skilled in negotiation and stakeholder influence
Able to balance long-term strategic thinking with operational delivery
Strong relationship builder across internal teams, external partners, and global talent markets
Deep commitment to diversity, inclusion, and equitable hiring practices
Adaptable and resilient in high-growth, fast-evolving environments
Awareness & commitment to promoting diversity & inclusion in the talent acquisition process
Solid understanding of sourcing techniques & tools (social networks, LinkedIn & other portals)
Hands on experience with Applicant Tracking Systems (ATSs)
Proficient with data analysis & reporting with attention to detail & high level of accuracy
Strong Outlook skills, Excel, Word & PowerPoint
Benefits
Pension Scheme
Remote/Flexible work
Life insurance
Private health and dental care
Cycle to work
28 days paid holiday a year
(this includes three Sabio days)
LinkedIn Learning
Plus many more! (Benefits are dependant on your base location.)