Talent Acquisition Section Head

1. Talent Acquisition Strategy & Workforce Planning

Develop and implement Talent Acquisition strategies aligned with business and workforce plans.
Translate workforce requirements into effective recruitment plans and priorities.
Identify critical and hard-to-fill positions and develop targeted sourcing strategies.
Build and maintain talent pipelines for current and future workforce requirements.
Monitor talent-market trends and provide recruitment insights to management.

2. Recruitment & Selection

Lead and oversee the end-to-end recruitment process from vacancy approval to offer and onboarding.
Ensure vacancies are filled within agreed timelines and quality standards.
Establish consistent and effective recruitment and selection practices.
Partner with hiring managers to define job requirements and candidate profiles.
Provide professional guidance on candidate assessment and selection decisions.

3. Talent Sourcing & Employer Branding

Develop and manage effective sourcing strategies across multiple talent channels.
Build relationships with recruitment agencies, universities, professional networks, and other talent sources.
Lead initiatives to strengthen the organization’s employer brand and talent attraction.
Ensure a positive and professional candidate experience throughout the recruitment process.
Evaluate sourcing channels and optimize their effectiveness.

4. Stakeholder Management

Act as a strategic Talent Acquisition partner to hiring managers and business leaders.
Advise stakeholders on talent availability, recruitment strategies, market conditions, and hiring timelines.
Manage recruitment expectations, priorities, and escalations.
Build strong relationships with internal and external stakeholders.
Ensure clear and timely communication throughout the recruitment process.

5. Team Leadership & Development

Lead, coach, and develop the Talent Acquisition team.
Allocate workloads and recruitment priorities according to business needs.
Set team objectives and monitor performance against agreed KPIs.
Provide regular feedback, coaching, and performance support.
Identify team capability gaps and implement development plans. * Promote accountability, collaboration, and continuous improvement.

6. Recruitment Governance & Compliance

Ensure recruitment activities comply with HR policies, procedures, and applicable regulations.
Ensure consistent and objective candidate assessment and selection practices.
Monitor recruitment documentation and process compliance.
Manage and evaluate recruitment agencies and external providers.
Identify and escalate recruitment risks and compliance issues.

7. Recruitment Analytics & Continuous Improvement

Develop and monitor Talent Acquisition reports, dashboards, and KPIs.
Analyze recruitment data to identify trends, bottlenecks, and improvement opportunities.
Monitor key measures such as time-to-fill, quality of hire, offer acceptance, recruitment cost, and stakeholder satisfaction.
Lead initiatives to improve recruitment efficiency, quality, and candidate experience.
Identify opportunities to streamline and automate recruitment processes.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Management, or a related field.
Professional HR or Talent Management, or Talent Assessment certification is preferred.
+8 years of progressive experience in Talent Acquisition, Recruitment, or Human Resources.
Previous experience in a supervisory or managerial Talent Acquisition role.
Proven experience managing end-to-end recruitment across multiple functions and organizational levels.
Experience developing recruitment strategies, workforce plans, assessment tools and talent pipelines.
Experience partnering with senior stakeholders and hiring managers.

GIT Group Brand Lead

Lead the development and execution of integrated brand strategies and operational plans across the assigned product portfolio, aligned with business objectives and market dynamics.
Manage the full product lifecycle, including pre-launch, launch, and post-launch optimization, to maximize market share and profitability.
Lead, coach, and develop a team of Product Managers, ensuring high performance, capability building, and succession planning.
Analyze market trends, competitor activities, and customer insights (HCPs, patients, institutions) to identify growth opportunities and risks.
Design and oversee HCP engagement strategies, including scientific activities, campaigns, and KOL relationship management.
Ensure all marketing activities are fully compliant with local regulations, company policies, and ethical promotion standards.
Collaborate closely with Sales, Medical, Regulatory, Finance, and Supply Chain teams to ensure alignment, accurate forecasting, and effective execution.
Drive field force effectiveness by ensuring proper training on product knowledge, brand strategy, and campaign execution.
Monitor brand performance and marketing effectiveness, optimizing ROI and ensuring achievement of sales and profit targets.

Job Requirements:

Bachelor’s degree in Pharmacy, Medicine, or related field (MBA is a plus)
6 years of experience in brand management within Pharmaceutical industry, 2 Years as Group brand manager.
GIT Experience is a MUST.
Strong strategic thinking, Results-Driven, Problem-Solving, and analytical skills
Leadership & People Management
Cross-Functional Collaboration & Influence
Agility