Senior Specialist: Executive Recruitment

Job Summary

• Accountable for the end-to-end design, delivery, and optimisation of executive hiring solutions across the organisation. The role integrates strategic intent with operational execution by partnering with relevant stakeholders to build future-ready executive leadership pipelines. This role ensures executive talent acquisition aligns with organisational strategy, transformation priorities, and pan-African market dynamics.
• The incumbent will leverage data, digital tools, and market intelligence to proactively shape leadership pipelines and ensure resilience in critical roles.

Job Description

Key Focus Areas

• Executive search strategy and delivery
• Leadership pipeline and succession alignment
• Stakeholder partnership at executive level
• Market intelligence and talent mapping
• Digital and data-enabled recruitment practices
• Integration across HC Business Partners, CoEs, and HC Services
• Executive candidate experience and onboarding

Key Accountabilities

Executive Recruitment Strategy & Delivery

• Lead the end-to-end recruitment lifecycle for executive and senior leadership roles, ensuring alignment with organisational strategy, culture, and long-term workforce plans.
• Translate business strategy and talent priorities into proactive executive hiring plans across multiple geographies in a pan-African context.
• Apply direct search methodologies to identify, engage, and convert high-calibre passive candidates for critical roles.
• Ensure recruitment processes are consistent, compliant, and aligned to Group governance frameworks and risk requirements.
• Continuously evaluate and optimise executive recruitment practices to improve quality of hire, time-to-fill, and long-term leadership impact.

Strategic Stakeholder Engagement

• Partner closely with Group Executives, Business Unit leaders, and HC Business Partners to deeply understand leadership hiring needs, preferences, and contextual dynamics.
• Provide thought leadership and advisory on executive hiring decisions, including talent availability, market trends, and candidate positioning.
• Facilitate alignment between stakeholders on role requirements, success profiles, and selection criteria.
• Act as a trusted advisor in navigating sensitive, high-impact executive hiring decisions , ensuring objectivity and fairness.

Executive Talent Mapping & Pipeline Development

• Develop and maintain succession-ready executive talent pipelines for critical roles, aligned to succession planning and leadership continuity needs.
• Conduct ongoing market mapping and competitor analysis to identify emerging leadership talent across key markets and industries.
• Build and nurture long-term relationships with high-potential executive talent , ensuring readiness for both planned and unplanned leadership transitions.
• Integrate pipeline insights into broader Group talent and succession strategies in collaboration with Talent Management CoEs.

Sourcing Strategy & External Market Positioning

• Design and implement robust sourcing strategies leveraging industry networks, professional associations, executive search techniques, and digital platforms.
• Strengthen the organisation's employer brand at executive level , positioning the Group as an employer of choice across Africa and globally.
• Engage with external partners e.g., executive search firms, leadership networks to complement internal sourcing strategies where required.
• Leverage digital channels e.g., AI-enabled sourcing tools, talent platforms to enhance reach and targeting of executive candidates.

Data, Analytics & Reporting

• Track and report on executive hiring activity using dashboards, analytics, and leadership scorecards , ensuring transparency and accountability.
• Analyse recruitment data to generate insights on hiring effectiveness, diversity outcomes, and pipeline health .
• Use predictive analytics to anticipate future leadership gaps and inform proactive talent strategies.
• Continuously improve reporting frameworks to align with Group talent metrics and business performance indicators.

Reward Alignment & Offer Strategy

• Collaborate with Reward and Performance CoEs to benchmark executive compensation structures against market data and internal frameworks.
• Develop competitive and equitable offer strategies that balance external competitiveness with internal parity and governance .
• Provide advisory input into total reward positioning, including long-term incentives and retention mechanisms.

Executive Onboarding & Assimilation

• Design and implement tailored onboarding and assimilation frameworks for executive hires to accelerate impact and cultural integration.
• Partner with HC Business Partners and leadership teams to ensure structured onboarding plans are executed effectively.
• Monitor and support the early tenure success of executive hires , identifying risks and enabling timely interventions.

Integration Across HC Operating Model

• Collaborate seamlessly with HC Business Partners, HC Services, and Group CoEs to ensure aligned and integrated talent acquisition delivery.
• Contribute to the continuous improvement of the shared services model , ensuring efficient and scalable recruitment processes.
• Align executive recruitment practices with broader HC strategies, including transformation, diversity and inclusion, and digitalisation .
• Ensure effective handoffs and collaboration across teams to deliver a cohesive employee and candidate experience.

Digital & Future-Fit Talent Acquisition Practices

• Leverage AI, automation, and advanced sourcing technologies to enhance efficiency and effectiveness in executive recruitment.
• Drive adoption of digital recruitment tools and platforms , ensuring best practice utilisation across the function.
• Stay abreast of emerging trends in executive talent acquisition, including skills-based hiring, gig leadership models, and remote executive work .
• Embed data-driven decision-making and continuous improvement into all aspects of executive hiring.

QUALIFICATIONS AND EXPERIENCE

Education/Qualification

• Bachelor's Degree, Advanced Diplomas, Post Graduate Certificate, or B Tech [NQF7].
• Field of Study: Human Resources and or Business Management

Work Experience

• 5 - 12 years experience in a specific capability of importance to the bank, including a track record of 3 years in a people management position.
• Exposure to process design, optimisation, quality management, customer centricity, technology and data-driven decision-making is preferred.
• Significant experience in executive recruitment or executive search, preferably within financial services or a complex, multi-geography organisation.
• Proven track record of successfully placing senior leadership and executive roles.
• Experience operating within a shared services and CoE-based HR model.
• Exposure to pan-African or emerging markets is highly advantageous.

COMPETENCIES

Leadership Competencies

• Strategic Thinking
• Business Acumen
• Communication
• Influence
• Leadership
• Delivering Results
• Adaptability
• Collaboration
• Decision-Making

Knowledge and Skills

Knowledge

• Deep understanding of executive search methodologies and leadership hiring practices.
• Knowledge of pan-African labour markets, talent dynamics, and regulatory environments.
• Strong grounding in talent management, succession planning, and leadership development frameworks.
• Understanding of reward structures and executive compensation principles.
• Familiarity with digital HR technologies, AI sourcing tools, and recruitment analytics platforms.

Skills

• Strong strategic capability.
• Advanced stakeholder engagement and influencing skills at executive level.
• Exceptional research, market mapping, and talent identification capability.
• High level of analytical and data interpretation skills, with the ability to translate insights into action.
• Strong judgement and decision-making capability in complex, ambiguo