Talent Management Specialist

Job Responsibilities & Duties

Recruitment:

• Discuss manpower plans and recruitment processes with Departments` Managers; provide close support to Managers and job owners in recruitment techniques.
• Ensure technical recruitment requests are executed within the reasonable time frame.
• Acts as liaison with various recruitment sources such as advertisements, universities, recruitment agencies, external job boards, professional bodies, etc.
• Posts advertisements online either on the companies’ or recruitment’s websites as well as in the newspapers / magazines and search for relevant and qualified candidates on various job boards (internally and externally on the different regional recruitment websites.)
• Attends Employment Fairs; presents the organization to the applicants; screens the applicants and builds the CV database (hard & soft copies).
• Maintain relationships with hiring managers to stay abreast of current and future hiring and business needs.
• Reviews resumes received; conducts formal and structured applicant screening through job interview via phone or face-to-face and administers pre-Employment Tests recommends short-listed candidates.
• Checks that compensation levels cope with the company's compensation policy established by the HR department in order to prepare the job offers.
• Contribute in the preparation of all needed data for conducting different salary surveys (example: HAY and MEAG).
• Conduct on-boarding and orientation activities as needed or directed.

Performance Management

• Ensure Performance Appraisal is carried out periodically and effectively.
• Maintain confidentiality and accuracy of records and files.
• Analyze employees’ turnover statistical data and reports to identify and determine causes of problems and develop recommendations for improvement

• Follow up newcomer performance during probation period and provide monthly report to the head
• Follow up and ensure that assigned departments are complying with the company’s performance management system (competencies evaluation and management by objectives).

Organizational development

• Updating the Company`s SOPs related to the HR department.
• Handle employee exit interviews to identify areas for improvement in the organization & sources of job dissatisfaction.
• Assist to prepare annual training plan based on training needs and organization needs.
• Implement whole training processes as per valid SOP (searching on sufficient offers, prepare training tools, logistics and also responsible for ensuring whole training processes are implemented smoothly.
• Maintaining records of employee participation in all training and development programs.
• Create / update JDs as per valid SOP for all positions inside the organization to ensure clear job purpose, qualifications and competences required for the job.
• Work on the organizational branding and how to represent the company image professionally

Employees relations

• Manage the employees’ relation; handle all issues, build a healthy environment in term of (engagement activities ,handle conflicts ,act on the employees motivation and retention).
• Issue HR letters, business trips documents