Talent Acquisition Manager

Financial Job Dimensions

Degree of supervision

Level of Authority

Purpose of the Job

Key Accountabilities: Description

• Quality and compliance

• Opening and closing of positions (TTF,TTS and TTH)

• GDI/IGDI/ Associate’s satisfaction

Key Accountabilities: Performance Indicators

• Ratio?Ratio?Ratio?

Major Activities

1. Lead the process of selection and staffing functions by streamline the process through building optimized SOPs & KPIs and reduce lead time that in-line with business operation expectation to ensure recruitment automation process become efficient and improve process quality, lead time and reduce human mistakes.

2. Review and execute manpower plan (local & overseas) with the coordination of the business heads through proper understanding of business growth & turnover factor and in-line with governmental Labor Laws to attract the right talents by diversified sources (locally & internationally) and fulfil the manpower plan using high level of selection & recruitment standard.

3. Manage the process of maximizing the government support through Human Resource Development Fund (HRDF) to ensure proper level of collection through programs such as SJAHI, apprentice or direct recruit.

4. Monitor the registration & development of SJAHI trainees and lead the resolution of any SJAHI issues through proper planning & implementation to ensure best utilization of ALJ investment.

5. Enrich the candidates sourcing through the web engine, ALJ sites, recruitment agencies, career days, online job fair and social network sites (LinkedIn, Facebook, and Twitter) to improve HR branding and to meet HR vision to become an employer of choice.

6. Review internal Guest delight index by discussing area of strength & weakness to ensure high level of guestoriented team development, assessment.

7. Design and monitor team development plan to improve work quality and to help in achieving organization strategic plan and core values and mind-set.

8. Lead the process of evaluation and selection of proper assessment tool that help in identifying the right candidate for the right job and ensure better utilization of such tools

9. Improve Saudization percentage level by introducing and implementing local training programs (apprentice/ Management trainees/service advisors) to meet labor office Saudization target.

10. Communicate with top universities, Technical and Industrial Colleges for local sourcing of potential candidates through the conduct of in-house information drive (Career-day, Job Fair, etc.) and interview.

11. Support the government localization training program through proper communication with the office of government (HRDF) - Human Resource development fund to reduce company’s operation costs.

12. Communicate with SJAHI management & service operation management to enroll students on yearly bases to fulfil the manpower requirement and to improve the Saudization percentage (%).

13. Building and sustaining high levels of engagement in the team by setting clear standards of performance, motivating them, monitoring performance, giving specific constructive feedback regularly for developmental purposes to align the team to organizational goals.

14. Respond to the inquiries of the candidates, Universities and external recruitment agencies about the company’s recruitment activities and vacancies through proper channel of communications to know the status of the prospective candidates.

15. Sign on various correspondences (Letter Offer, Employment Contracts, Agreements, etc.) according to the recruitment decisions and actions to inform possible employment to successful candidates and provide feedback to unsuccessful applicants based on the results of the recruitment activities.

16. Coach, counsel, assist and train subordinates in order to transfer substantial knowledge in all recruitment activities to ensure continuity of the recruitment process in case of absences or vacancy in the recruitment office.

Job Context

• The job holder has a direct impact over fulfilling BU’s vacancies

• The job holder ensures selecting the right talent according to the SLA

• The job ensures following labor law regulations and communicating any updates to the management and associates

Framework, Boundaries & Decision Making Authority

• The Job holder has the freedom to select overseas recruitment agencies based on history and price

• The job holder has the authority to approve/reject candidate with respect to job description and business need

• The Job holder the freedom to update, review or develop SOP’s, SLA’s that guarantee efficient output and meets

• company’s needs

Organizational / Functional Strategic Focus

• The Job holder is responsible for developing successors through on job training and monitoring performance

• The job has a crucial supportive role to ensure the business meets its manpower needs through providing high quality candidates

• The job holder has a crucial role in following the market new regulations and ensure following it

Minimum Qualifications

Minimum Experience

Job-Specific Skills

• Time Management, Active Learning, Stress Tolerance, Achievement/Effort

• Problem Sensitivity, Inductive Reasoning, Inter-Personal Relationship, Interviewing Skills

Languages

Special Certifications / Membership

Competencies