Graduate Recruitment & Development Specialist
ROLE PROFILE
GENERAL CHARACTERISTICS
Group function/ BU
Group HR
Date
September 2014
Department/
Operation
Learning and Development South Africa
Job band
GBF 6/12
Location
45 Main Street Johannesburg
Discipline/ Subdiscipline
Learning and Development
CONTEXT
Attracting, developing and retaining the best young regional talent into the Group is core to building the strong
talent pipeline of employees with the capabilities required to meet the Company’s ambitions as well as strongly
underpinning the Group’s commitment to SA transformation and addressing scarce skill requirements.
Positioning the SA BU’s collectively to underpin Anglo American’s market positioning as the “Employer of
Choice” will eliminate duplication of cost and effort to more strongly articulate and position the Anglo American
brand and be achieved through working collaboratively and inclusively with the BU’s which must continue to
manage their graduate and bursar populations to meet their community and Social and Labour Plan objectives. It
will also seek to ensure that there is a standard approach and common experience of all aspects of the
programmes for graduates and bursars in SA by eliminating differential practice, process and pay in the region.
This role will also co-ordinate the establishment of the regional strategy and process to ensure cohesive
management of all the SA BU regional aspects of the graduate and bursar programmes.
In addition, this role will be responsible for the day to day management of the Johannesburg Corporate Centre
Graduate and Bursary programmes.
PURPOSE OF THE ROLE
To develop, lead and manage the implementation of a regional strategy for coordinating the recruitment and
development programmes of graduates and bursars across the SA Anglo American Business units.
WORK OF ROLE (INCLUDING AUTHORITIES AND OUTPUTS)
Work of Role
Output
1. Develop and manage a regional SA strategy for graduate
and bursar recruitment and development across the AASA
region for all Business Units working consultatively and
collaboratively with all BU Talent Development teams.
Key activities will include:
o
o
Establish and manage the regional BU Bursary
and Graduate Forum to define regional policy
and process and ensure ongoing alignment.
Develop a regional communication and
marketing plan for the recruitment of graduates
and bursars across SA

Strategy and policy to ensure
consistency and optimisation of bursary
and graduate employee population.
o
Regional WFP strategy in place
for bursars and graduates
o
Single Anglo American campaign
to communicate recruitment and
bursary opportunities to
prospective markets (employee’s
and universities)
o
Management of service
provider/s and partnerships
23/03/2016 This role profile acts as a guide to the role only and additional work outcomes may be required to be performed by the
incumbent
o
Identify, establish and manage a network of
relevant stakeholders
o
Aligned regional recruitment
processes
o
Implement best practice recruitment procedures
o
Standard regional terms of
employment/bursary terms.
o
Define standard terms and conditions of
employment for bursars and graduates.
(Direct Output : Advisory, Monitoring and Auditing authority)
2. Manage the Johannesburg Corporate Centre bursary
scheme within the framework defined for the SA region.


Manage the mentorship and development relationships with
the Johannesburg Corporate Centre graduates and bursars
Manage the Corporate Centre Graduates through
Professional in Training ( PIT) programmes or relevant
professional qualification training eg Articles.



Identification, selection process support and development
plans for High Potential (HiPo) ( BLAST) Graduates.

(Direct Output : Managerial authority)


Attract, select and retain the best
available talent
Manage and monitor bursars including
vacation/experiential work.
Mentoring and monitoring of bursars
progress
On graduation, identifying bursar
employment opportunities
Regular engagement with Professionals
in Training such as articled clerks and
candidate attorneys
Attract and select suitable talent.
Manage Blast graduate progress and
development through regular
discussions
Identifying development roles across the
Group in consultation with Function HR
leadership.
3. Support the Manager Learning and Development in
managing cross departmental activities and discipline
stakeholders. Manages the department in the absence of
the Manager Learning and Development.
(Direct Output : Advisory and Monitoring authority)
ROLE RELATIONSHIPS
Managerially
accountable to
Manager Learning and Development
Direct reports
Learning and Development Coordinator
Key internal role
relationships



L&D Managers in all SA operations, Platinum, Coal, Kumba, De Beers
Group Talent & Learning
HR Principals responsible to a Group Discipline



External
relationships
Career Offices at all Tier 1 universities
External service providers such as Student Village
Partners to achieve professional qualifications, such as Deloittes and relevant
law firms
QUALIFICATIONS, EXPERIENCE, KNOWLEDGE AND SKILLS
 Relevant HR degree
QUALIFICATIONS


EXPERIENCE




KNOWLEDGE AND
SKILLS




Solid operational experience in a Senior Development role
Experience in developing and managing graduate and bursar resourcing
initiatives
Significant experience of working in modern HR function where leading-edge
recruitment and development practices have been delivered
Well established professional networks in resourcing, talent and development
areas
Experience of working in complex matrix structures and in global contexts
Working with universities and other vendors in the development field
Well-developed Interpersonal skills with the ability to influence
Presentation skills
Knowledge of Skills development Act, Labour Relations Act, Basic Conditions of
Employment Act, Employment Equity Act and the Mining Charter is important in
this role
Marketing knowledge would be an advantage
BEHAVIOURS
Learning and Development(Level 2)
Makes full use of learning and development strategy, frameworks and best practice to deliver
effective, accessible development solutions which have a measurable impact on individual, team and
organisational performance.
Talent Management(Level 2)
Understands and embeds talent management strategy, processes and tools to attract, engage, retain
and develop individuals in line with Anglo American’s current and future requirements.
Applies broad understanding of Talent process and tools within own customer grouping.
B1 - Inspiring others(Level 2)
Energising, developing and enabling colleagues to succeed
Builds support
B2 - Collaboration(Level 2)
Building relationships and fostering cross boundary collaboration
Actively brings people together to deliver work
B3 - Impact and influence(Level 2)
Deepening self-awareness and applying influencing techniques that gain commitment and support
Understands self and is aware of own impact on others
A1 - Broad Scanning(Level 1)
Seeking and using the broadest internal and external view, beyond current issues and constraints
Demonstrates curiosity and interest about the mining industry
A2 - Setting Direction(Level 1)
Setting clear direction and priorities and gaining support of others
Engages people and delivers plans
A3 - Leading Change(Level 1)
Alerting and engaging people in the need for specific transformational changes in the way things are
done in Anglo American
Implements change plans
C1 - Decision Making(Level 1)
Evaluating information to make sound decisions to manage risk and to drive safe, reliable, long term
and sustainable operations and protect the licence to operate
Makes decisions using both a sense of what is correct and logical
C2 - Driving Performance(Level 1)
Driving plan delivery, holding people and self to account
Sets high personal performance standards
C3 - Business acumen(Level 1)
Applying rigorous commercial and business thinking to decision making in order to generate value
Understands how value is created
ORGANISATION CHART
Manager Learning
and Development
GBF 5/13
Graduate
Recruitment &
Development
Specialist
GBF 6/12
Learning and
Development
Advisor
GBF 6/10
L&D Programs
Specialist
GBF 6/12
L&D
Coordinator
GBF 7/9
L&D
Practitioner
GBF 7/8
L&D
Coordinator
GBF 7/9