Recruitment and OD Specialist

-Create and publish job ads in various portals; based on the requisition form submitted by heads of departments
-Network with potential hires through professional groups on social media and during events and job fairs
-Collaborate with hiring managers to set qualification criteria for future employees
-Screen resumes and job applications
-Conduct initial phone screens to create shortlists of qualified candidates.
-Schedule first behavioral face to face interview with candidates by phone and email. 
-Interview candidates in-person for a wide range of roles (junior, senior and executive).
-Schedule technical face to face interview with candidates by phone and email, also with the technical manager. 
Track hiring metrics including time-to-hire, time-to-fill and source of hire
-Follow up on interview process status and update records in internal database 
-Maintain a database of candidate records, including active and passive prospects, hired and fired employees, exit interview analysis and other candidate relationships
-Provide daily/weekly reports to direct mangers on a timely basis regarding status relating to all positions
-Perform orientations and inductions for new hires, manage their onboarding process and update records of new staff.
-Manage the new hires' probation evaluation.
-Manage the performance appraisal process in the specified timing. 
-Analyze the results of the appraisal to take necessary actions.
-Create competency models.
-Designing and implementing a variety of developmental initiatives, action plans, programs, and training materials.
-Develop a strategic plan to achieve organizational goals.
-Develop a change management program to support and implement new initiatives.
-Creating job descriptions & job requirements (if needed).
-Develop methods for data file formatting, data analysis methodologies, and management reporting.
-Resolve conflict within groups.
-Assist in the development & implementation of human resource policies & procedures