**1. Basic Responsibilities:**
- Lead the talent acquisition team within the organization, overseeing recruitment strategies, processes, and initiatives to attract and retain top talent.
**2. RESPONSIBILITIES & AUTHORITIES:**
**2.1 Main Tasks:**
- **Recruitment Strategy:** Develop and implement effective recruitment strategies to meet the organization's talent needs and support business objectives.
- **Talent Sourcing:** Oversee talent sourcing activities, including job postings, candidate sourcing, and talent pipelining, utilizing various channels such as online job boards, social media, and networking events.
- **Candidate Screening:** Lead the candidate screening and selection process, reviewing resumes, conducting interviews, and assessing candidate qualifications and fit for open positions.
- **Employer Branding:** Enhance the organization's employer brand to attract top talent, collaborating with marketing and communication teams to promote a positive employer reputation.
- **Recruitment Metrics:** Establish and track recruitment metrics and key performance indicators (KPIs) to evaluate the effectiveness of recruitment efforts and make data-driven decisions.
- **Talent Acquisition Technology:** Evaluate and implement talent acquisition technology solutions, such as applicant tracking systems (ATS) and recruitment software, to streamline processes and improve efficiency.
- **Onboarding Support:** Partner with HR and hiring managers to facilitate the onboarding process for new hires, ensuring a smooth transition and positive candidate experience.
- **Talent Development:** Identify opportunities for talent development and career advancement, working with HR and department leaders to support employee growth and retention.
- **Compliance:** Ensure compliance with employment laws, regulations, and company policies throughout the recruitment process, maintaining accurate records and documentation.
**3. KPIs (Key Performance Indicators):**
- Time-to-Fill: Measure the average time taken to fill open positions, ensuring timely recruitment to meet business needs.
- Quality of Hire: Assess the quality and suitability of hires based on performance evaluations and retention rates.
- Candidate Satisfaction: Gather feedback from candidates to evaluate their satisfaction with the recruitment process and employer brand perception.
- Cost per Hire: Monitor the cost-effectiveness of recruitment efforts by calculating the cost per hire and identifying opportunities to optimize expenses.
- Diversity Hiring: Track diversity metrics to assess progress in attracting and hiring candidates from diverse backgrounds.
**4. DYNAMICS / LIAISE:**
**4.1 Within the Organization:**
- Collaborate with HR leaders, hiring managers, and department heads to understand talent needs and align recruitment strategies with organizational goals.
**4.2 With External Parties:**
- Build relationships with external partners, such as recruitment agencies, universities, and professional organizations, to expand talent networks and access diverse candidate pools.
**5. EDUCATION & EXPERIENCE:**
- Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
- Minimum of 7-10 years of experience in talent acquisition or recruitment, with at least 3-5 years in a leadership role.
**6. KNOWLEDGE, SKILLS & ABILITY:**- Comprehensive knowledge of recruitment best practices, trends, and technologies.- Strong leadership and team management skills, with the ability to motivate and develop a high-performing recruitment team.- Excellent communication and interpersonal skills, with the ability to build rapport with candidates, hiring managers, and stakeholders.- Analytical mindset and proficiency in data analysis and reporting to drive informed decision-making.- Strategic thinkingc and problem-solving abilities to develop innovative recruitment solutions and address talent acquisition challenges.- Adaptability and resilience to thrive in a fast-paced and dynamic environment, managing multiple priorities and deadlines effectively.**7. OTHER CHARACTERISTICS:**- Working Conditions: Office-based with occasional travel for meetings, conferences, and recruitment events.- Physical Efforts: Minimal physical effort required, primarily desk-based work.- Other Requirements: Continuous learning and development to stay updated on recruitment trends and best practices. Commitment to diversity, equity, and inclusion in recruitment practices.