• Determine current staffing needs through understanding business units’ specific workforce plans.
• Liaise with hiring managers to understand each position’s expectations.
• Establish job requirements and selection criteria.
• Source candidates on social networks and niche platforms.
• Advertise jobs internally and externally.
• Review job applications to identify high-potential candidates, and compile short and long lists.
• Organise assessment centres and career events.
• Plan interview and selection procedures, including screening calls, assessments, and in-person interviews.
• Assess candidate information including resumes and contact details.
• Design job descriptions and interview questions that reflect each position’s requirements.
• Develop job offer letters.
• Prepare quarterly and annual hiring plans.
• Track key talent acquisition KPIs including time to fill and source of hire.
• Foster long-term relationships with past applicants and potential candidates to create and maintain talent pools.
• Maintain focus on recruitment cost to remain within budget.
• Support recruitment centre team in its mission to keep unit cost as low as possible by prudent use of office resources.
• Act as the custodian of the Sasol Group talent acquisition governance and maintain compliance with applicable Sasol Group recruitment policies.
• Inform and advise business units of changes in recruitment policies and procedures and the impact it might have on their operations.
• Act as an employee value proposition ambassador.
• Support in regular and bulk recruitment projects.
• Apply evidence-based SHE practices in alignment with set standards for safe operations.
• Implement Sasol Group’s risk philosophy and enterprise risk management framework.
• Build and maintain positive relationships with HR business partners, line managers, and candidates to provide best talent for hiring needs.
• Continuously improve own skills and knowledge. Complete, implement, and track personal development plan to attain personal performance goals.

Formal Education

• University Bachelor’s Degree in Human Resources Management, Psychology, Law or any related fields.

Min Experience

• Minimum of 4 years working experience as a recruiter in oil & Gas, extractive industry or any other related fields.
• Must be fluent in Portuguese & English

Competencies

• Business Acumen: Be proficient in written and spoken Business English.
• Execution capability: The underlying ability to execute a strategy/project or day to day work
• Interviewing: The ability to converse with people to gather information for purposes of recruitment, customer requirements, business needs, and other subjects.
• Project Coordination: Knowledge and experience with Project Coordination is planning, organizing, and managing tasks and resources to accomplish a objective this include an administrative, liaison and support role that supports one or more projects. Usually used during smaller non capital projects.
• Self-Mastery: Takes accountability for driving own growth through developing self-awareness, reflecting, seeking  feedback and self-correcting
• Talent Management: The methodologies by which an organization identifies talent and develops it. It normally includes skills and competency management, recruitment, succession planning, career development, rewards programs, and more.
• Total Quality Management: The strategy for continuously improving the quality of process output, based on five fundamental principles of Customer Focus, Continuous Improvement, Measurement, Total Involvement and Systematic Support.