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Job Description
- Determine current staffing needs and develop Manpower/workforce plans and produce resources forecasts and recruitment timelines.
- Work with company leadership and senior executives to understand the company strategy and business objectives develop talent acquisition strategies, tactics and hiring plans to improve business performance.
- This may include job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc.
- Lead employment branding initiatives
- Develop relationships with third party recruitment agencies and staffing firms and manage the procurement and measurement process.
- Identify and source appropriate diverse talent for current open roles within the organization
- Identify future talent needs and proactively sourcing; pipelining and develop talent pool across the business.
- Plan and conduct recruitment and selection processes and lead the relevant work, provide recruitment counsel and guidance for hiring managers and hiring professionals (including initial assessments, interviews, offering and through to on-boarding) – for internal and external recruitment efforts – where internal recruitment indicates the process of assessment of employees for different or more senior roles (i.e. Recruiting from within)
- Perform selected candidates’ reference checks
- Assist direct managers in the development of new hires’ induction plans, and supervise its implementation
- Take measures to ensure positive candidate experience
- Organize and/or attend career fairs, assessment centers or other events
- Partner with business leaders to drive employee engagement strategies.
- This includes talent systems, mentoring programs, succession planning, and more.
- Manage new hire orientation and onboarding experiences for new employees to engage and retain new talent.
- Conduct Talent Assessments and reviews to identify employee readiness, talent gaps, learning needs and competencies.
- Work jointly with direct managers to Conduct skills gap analyses to determine personnel needs and develop Individual development plans for employees.
- Develop Training Plans that focus on improving employee abilities and strengthening the skill set of a company’s existing workforce.
- Select, evaluate, contract and manage third party training and development service providers and ensures all preparations are performed for the conduction of successful sessions and development experience for employees.
- Development of Corporate Training Programs that facilitate employee development. And ensure that key talent gets needed resources and information to perform effectively and efficiently.
- Develop mentoring and coaching sessions
- Build succession plans and discuss career-pathing options with high-potential employees
- Take measures for the creation of inter-company career paths
- Attract, develop, control performance and retain top talent and diverse candidates across all levels of the organization to meet company’s business objectives and targeted performance and lead the organization towards strategic goals
Job Requirements
- 10-15 years of experience
