Recruitment Manager

Core Duties

• Set Recruitment philosophy, strategies, objectives and plans that address organizational needs, align with its objectives, remedy process gaps and counteract market forces, ultimately enabling the business to achievement its objective through its people.
• Lead Recruitment policy, procedures and tools development, achieving complete alignment with Corporate and HR objectives and strategies.
• Ensure the consistent implementation of Recruitment procedures, leading the standardized process quality and outcomes.
• Liaise with business leaders to embed new processes and/or systems, mitigating resistance and building companywide buy-in.
• Lead strategic reward review discussions to assist relevant teams in addressing pay challenges presented by the market changes, ensuring that Total Reward practices are preserved while attractive offerings are in place to serve target talent profiles.
• Enable the Recruitment team to perform at an optimal capacity through availing necessary tools by interfacing with vendors and suppliers, negotiating deals and coordinating the purchase of said tools with relevant stakeholders.
• Ensure that Recruitment processes and practices are well-tied with internal and external stakeholders through initiative cross-functional discussions and agreements, drafting and signing-off processes and auditing their effective implementation.
• Ensure that equitable employment opportunities are provided to candidates, either internal or external and support internal manpower circulation and job rotation within the organization.
• Lead the development of sourcing channels and contemporary talent pool building techniques through driving the establishment of partnerships with external talent incubators and viable talent supply entities.
• Fulfill executive and managerial level positions in line with the implemented recruitment practices.
• Oversee the implementation of manpower plans in hiring and manpower circulation decisions, ensuring Recruitment team members are well-brief and capable of its utilization.
• Develop metrics and performance indicators to monitor and drive the recruitment efforts; ensuring the highest levels of productivity, quality and adherence to set service levels.

People Management

• Set clear performance objectives and challenging targets;
• Exercise coaching and provide learning and development opportunities;
• Conduct recurring performance discussions and pass on timely feedback;
• Balance workload among team members to achieve equity and ensure productivity;
• Evaluate employees’ performance and potential and conduct annual performance reviews accordingly;
• Represent subordinates in discussions and complaint resolution with other departments;
• Open a two-way communication channel, listen actively and empathetically and allow room for discussion and generation of ideas.