Position Summary:

The HR Talent Management Specialist plays a pivotal role in executing talent acquisition, onboarding, and supporting workforce planning initiatives to ensure a strategic and well-integrated talent pipeline. 

This role focuses on executing recruitment processes, enhancing employer branding efforts, and facilitating seamless onboarding experiences for new hires. Additionally, the HR Talent Management Specialist assists in workforce planning analytics by gathering and maintaining relevant data.

The role collaborates closely with hiring managers, HR Business Partners, and external partners to ensure efficient talent acquisition and integration processes, contributing to the organization's long-term workforce sustainability.

Key Responsibilities:

1. Workforce Planning & Analytics (Operational Execution)

• Support workforce planning activities by collecting, analyzing, and maintaining workforce data.
• Utilize HR analytics tools to generate reports on headcount, turnover rates, hiring trends, and workforce demographics.
• Assist in tracking workforce supply vs. demand, ensuring alignment with the business’s operational and goals.
• Maintain and update workforce planning dashboards to provide insights for HRBP.

2. Talent Acquisition & Employer Branding

• Execute end-to-end recruitment processes, including job posting, sourcing, screening, coordinating interviews, and facilitating selection processes.
• Utilize digital recruitment tools (LinkedIn, job boards) and collaborate with external partners to attract high-quality talent efficiently.
• Assist in implementing employer branding strategies by engaging with potential candidates through social media, career fairs, and university partnerships.
• Develop and maintain a talent pipeline for all roles especially critical ones to minimise hiring lead times.
• Conduct briefing meetings with hiring managers on role requirements and sourcing strategies. 

3. University & External Partnerships

• Maintain a strong and active relationship with universities, technical institutes, and industry networks to source early-career talent.
• Organize and attend career fairs, university events, and recruitment days to source candidates. 
• Handel direct outreach and engagement with students 
• Coordinate with external recruitment agencies and vendors to optimize hiring efficiency.

4. Onboarding & Integration

• Manage the onboarding process by ensuring that all pre-employment procedures, documentation, and system access are completed before the start date.
• Conduct orientation sessions to familiarize new hires with company policies, values, and expectations.
• Collaborate with department managers to ensure smooth integration, role clarity, and a positive onboarding experience.
• Track and report onboarding effectiveness metrics, such as time-to-productivity, early turnover, and new hire feedback.

5. Performance Tracking & Talent Data Management

• Maintain accurate employee records related to workforce planning, hiring, onboarding, and probation reviews.
• Track hiring and onboarding KPIs such as time-to-fill, cost-per-hire, offer acceptance rates, and onboarding satisfaction.