کارشناس استعدادیابی و جذب و استخدام

Job Description

● To source and find proper candidates for each job vacancy in collaboration with the related manager. ● To assess candidates for recruitment, transfer, and promotion using different HR selection tools e.g. Belbin, PPA, or other competency-based interview models. ● To ensure each individual has the correct competencies and job requirements in order to meet business requirements. ● To conduct the salary offer process and announce and hold a job offer session with the participation of the C&B team. ● To execute employee work journey including promotion/transfer processes and the necessary steps (interview, behavioral tests, assessment center). ● To collaborate in the execution of all employer brand projects including external and internal job fairs or social media activities for enhancing brand image. ● To implement and follow career planning programs when relevant positions are advertised in internal channels. ● To participate in salary determination through scoring based on candidates' submitted docs/qualifications. ● To provide staffing reports including monthly reports, Job offer rejected, interview history and etc. for line manager. ● To provide feedback to the candidates who have been rejected in the interview process. ● To use different social and nonsocial resources, job fairs, and collaboration with top-ranking universities to gather and collect appropriate CVs and submit them to relevant managers ● To evaluate candidates using various selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel ● To update talent acquisition DBs including, interviews, employee family relations, and job requisitions. ● To produce accurate reports. ● To provide insight and coordinate with the HRBP manager to deliver HR plans regarding talent acquisition. ● To provide support in leading and providing support projects designed for strategic growth, support, and retention of valued employees across various stakeholders and functions using internal survey results like culture audits and pulse surveys. ● To support HR business partners and the wider HR team with change management related to staff across the business ● To identify and recommend new approaches, policies, and procedures of talent acquisition to affect continual improvements in the efficiency of services provided; consistently questions and looks for opportunities to improve policies and enhance digitalized systems. ● To support various HR processes assigned to including but not limited to specialist stream, organizational coaching program, contract extension, and onboarding program. ● To establish close relationships with all staff in designated divisions to proactively find issues and provide solutions to resolve and address grievances. ● To participate and provide input for HR digital transformation programs to address and foresee staff issues and demands.