Senior OD & Talent Acquisition Specialist

The role is Senior HR specialist in charge of OD & talent management. Job description and specifications are listed below and expected package is from 10-13K net.

Role brief:

• The talent management Sr. specialist will execute and measure effectiveness of talent programs; partner and collaborate with talent team and business leaders to develop, communicate and implement programs and processes; and operate as the functional contact of talent management technology.
• Responsible for to hiring the right people and manage them effectively through thoughtful policies, procedures, performance management systems..etc, while focusing on ways to develop employees by mapping out career paths and training programs. 

Reports to: 

• HR Manager

Leading teams:

• Yes 1-2 Specialists

Work location:

• Heliopolis

Industry:

• Logistics

Responsibilities 

Organizational development & Performance Management: 

• Developing and updating job descriptions through job analysis to help articulate the most important job duties needed from an employee 
• Formulating Key Performance Indicators based on the objectives in order to measure employees' performance in an accurate manner 
• Implementing the performance management system in regards to competencies and rating scales and making recommendations to achieve the best results in assessing employees' performance
• Following up on performance improvement plans for employees with unsatisfactory performance to make sure they are supported in improving their performance 
• Developing company policies and procedures to have an internal control system.
• Create and develop a career path for employees

Learning & Development: 

• Identifying training and development needs and creating the TNA through interviews with employees, appraisal schemes, and regular consultation with unit managers
• Create and execute learning strategies and programs. 
• Evaluate individual and organizational development needs.
• Deliver soft skills programs based on the TNA. 
• Assess the success of development plans and help employees make the most of learning opportunities 
• Delivering effective induction programs to familiarize employees with the company's culture, benefits, and policies 
• Develop soft skills material and deliver them for new comers to integrate them into company culture.
• Apply promotions policy by using different assessment tools, CBI, online psychometric assessments…etc 

Manpower Plan:

• Develop & manage the company manpower plan and implement it Vs the approved HC budget 
• Ensure that all transfers between departments is matching the department’s budget 
• Provide weekly updated headcount report in terms of resignations, hiring and transfer 

Talent Acquisition:

• Prepare internal and external job advertisements in accordance with the organization’s Job Descriptions as well as Manpower Plan. 
• Interview, assess, check references, select candidates and provide feedback to unsuccessful candidates based on the job’s pre-established selection criteria and the organization’s recruitment policies. 
• Contact candidates, arrange interview times and assess calibers according to the Competency Based interview set for each level/group of levels. 
• Follow up with the Line Manager regarding the technical interview process and results. 
• Assist in preparing job offer materials in accordance with the agreed job specifications. 
• Follow up with the Line Manager regarding the performance of new hired employees during the probation period and take necessary actions towards unsatisfactory ones. 
• Prepare all related logistics for the new comers in terms of laptop, office, email…….etc 
• Conduct employee orientation/induction so that new employees are quickly integrated into the Organization
• Updating “required reports” regarding Headcount Vs. Budget Organization Chart
• Updating the Company’s Organizational charts based on any changes occurred including resignation of employees, restructuring or re-engineering the Company’s work flow. 

Exit Interviews:

• Conducting exit interviews prepares exit reports and communicates it to the Recruitment & OD Manger in order to take necessary actions towards high turnover rate. 
• Provide feedback to HR and departmental management regarding trends revealed in exit interviews.
• Provide monthly report regarding voluntary and un-voluntary exits