Recruitment

• Ensure Timely and Quality Hires: Oversee the recruitment process to ensure all roles are filled within the set turnaround time (TAT), with a focus on sourcing high-quality candidates that align with the organization's goals and culture.
• Recruitment Experience: Work closely with all stakeholders, including hiring managers, department heads, and HR teams, to provide a seamless and positive recruitment experience for both internal teams and candidates.
• Strategic Talent Acquisition Planning: Develop and execute a comprehensive talent acquisition strategy that aligns with the organization’s long-term business goals, growth plans, and workforce needs.
• Market and Workforce Checks: Regularly identify market trends, workforce planning data, and evolving business needs to prioritize recruitment efforts and refine hiring strategies.
• Team Management and Development: Mentor the talent acquisition team, ensuring effective performance management, fostering their professional development, and promoting a culture of continuous improvement.
• Employer Brand Enhancement: Develop and promote the organization’s employer brand through marketing campaigns, social media, and strategic partnerships to attract top-tier talent and position the company as an employer of choice.
• Process Improvement: Continuously evaluate and optimize recruitment processes, tools, and technologies to improve efficiency, reduce time-to-hire, and enhance the overall candidate experience, including onboarding.
• Stakeholder Relationship Management: Build strong relationships with hiring managers and department heads to know their current and future staffing needs, offer strategic advice, and ensure alignment with recruitment goals.
• Diversity, Equity, and Inclusion (DEI) Initiatives: Develop and implement recruitment strategies that prioritize diversity, equity, and inclusion, ensuring that all talent acquisition efforts contribute to a diverse and open workforce.
• DEI Partnership: Work with DEI teams to build a diverse talent pipeline and ensure the recruitment process is fair, open, and reflective of the organization's values.
• External Vendor Management: Manage relationships with external recruitment agencies, job boards, and other talent acquisition partners, ensuring they deliver high-quality candidates and services in line with company standards.
• Recruitment Metrics and Reporting: Monitor and report on key recruitment metrics (e.g., time-to-fill, cost-per-hire, candidate quality) to senior managers, using these insights to drive continuous improvement in hiring practices.
• Data insights: Utilize data insights to make informed recruitment position and enhance the efficiency and effectiveness of hiring practices.
• Compliance and Legal Adherence: Ensure all recruitment activities comply with local labor laws, global regulations, and organizational policies to mitigate risk and maintain ethical hiring standards.
• Budget Management: Oversee the talent acquisition budget, including expenses related to job advertising, recruitment events, vendor partnerships, and other hiring initiatives, ensuring cost-efficiency and maximum return on investment.
• Candidate Engagement and Experience: Implement strategies to improve candidate engagement throughout the hiring process, ensuring a positive experience from application to offer, and helping to reduce candidate drop-offs.

Senior Associate, Talent Acquisition

Senior Associate, Talent Acquisition

Senior Associate, Talent Acquisition