Talent Acquisition Manager

Job Description

Process Design: ● Assigning roles to team members in order to implement the recruitment process as best as possible. ● Fault finding and process improvement based on real experiences of the recruitment path. Manpower Needs Assessment and Planning: ● Collaborating with hiring managers to determine job requirements and related competencies and prepare detailed manpower application forms. ● Getting feedback from hiring managers to check the status of newly hired workers and re-recruit if needed Team Management and Leadership: ● Assigning work to the members of the recruitment team according to the company's human resources planning and taking into account the experience, ability, and field of interest of each member. ● Detailed reporting and monitoring of team members to ensure the accuracy of process implementation. ● Individual and organizational development and attention to the training needs of the team members in cooperation with the training expert. ● Increase, change or modify the composition of team members if needed. ● Guiding and mentoring recruitment experts in subsidiaries. Networking and Strengthening of Recruitment Channel: ● Develop intra-organizational communication with different units and employees of the company in order to take advantage of the capacity of internal introduction (referral). ● Develop communication to strengthen recruitment channels (universities, innovation ecosystem, headhunter, exchange of forces, gatherings of experts, and human resource managers). Improving and Strengthening the Employer Brand: ● Planning and targeting activities related to improving and strengthening the employer brand with the cooperation of senior managers of the organization and benefiting from ideas and experiences inside and outside the company. ● Strengthening and management of various infrastructures such as the company website, specialized virtual networks, public social networks, etc., in order to develop the recruitment platform and strengthen the employer brand. ● Attending activities related to the employer brand outside the company, such as congresses, seminars, exhibitions, training courses, or specialized and general retraining. Communication with Other Teams and Units: ● Communicating with the company's human resources development team to meet the training needs of the recruitment team and to understand the issues related to the competencies and culture of the organization. ● Communicating with headquarters managers and other companies under the group to understand the business situation and the conditions and needs of human resources. Reporting: ● Weekly and monthly reporting of all activities related to recruitment with senior managers (human resources manager or CEO). Onboarding and Socialization: ● Recognizing, reviewing, and correcting measures related to onboarding and socialization in the company and developing a comprehensive process of onboarding and socialization with the cooperation of an organization design expert. ● Implementing the process of onboarding and socialization at the level of senior managers of the company. ● Leading and supervising the team of recruitment experts for the correct implementation of the onboarding and socialization process at other working levels of the company.