DESCRIPTION
SOURCING GUIDELINES FOR SUPPLIERS :
1. Candidate must have handled all aspects of the recruitment function in a large and reputed company.
2. Preference is for persons in consumer goods companies however a strong Talent Acquisition professional from any other industry can also be considered.
3. The client has a preference for diversity candidates - women candidates.
4. The client is nationality neutral and would be keen to look at diverse nationalities and are not restricted to Indian nationals.
5. Persons based in UAE would be better suited for the role
Please note the company has a candidate replacement clause of 6 months, wherein either a replacement is provided of the amount paid is fully refunded.
Job Description :
Talent Acquisition Manager is to craft the recruitment and selection process of the overall group company in a manner to make the company an employer of choice.
Responsible for identification, selection and on-boarding of talent and fulfilling manpower requirements across
the group in an efficient and effective way in alignment with business strategy, functional demands and the
organizationâs overall HR philosophy.
Key Work Responsibilities :
Work closely with HR Leader and Head Talent Management for building a strong employer brand for the organization
across geographies and markets in which the organization operates
Responsible for generating a healthy pipeline of high quality candidates by driving initiatives like branding, sourcing and referrals.
Managing recruitment costs and identifying methods to optimize the costs, while ensure a fast and timely closure of all senior management and business critical positions.
Develop the corporate recruitment and selection processes, policies, recruitment tools, recruitment dashboards and governance mechanisms.
Work with external partners as well as manage the selected channels such as online job portals, referral schemes,
advertisements, job fairs etc.
Maintain updated job descriptions and person specifications for all unique roles at the Corporate Office
Key Performance Indicators
1. % reduction in turn-around-time for hiring\
2. Adherence to SLA TAT
3. Offer to acceptance ratio
4. Recruitment throughput
5. Adherence to diversity norms (if applicable)
6. % reduction in overall recruitment cost
Profile Required :
Minimum of a Graduate,however a post graduate MBA would be preferred.
The candidate should have an overall experience of 8-15 years with a minimum of 5 years in managing recruitment in a large sized company in the GCC countries. Persons having experience managing recruitment for multiple countries would be preferred.