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.