Talent Acquisition Section head

1. Basic Responsibilities:

• Lead the
  talent acquisition function
  , ensuring the recruitment of
  high-caliber candidates
  , developing
  hiring strategies
  , and aligning the hiring process with
  business objectives
  to build a strong workforce.

2. RESPONSIBILITIES & AUTHORITIES:

2.1 Main Tasks:

Recruitment Strategy & Planning:

1. Develop and implement
   recruitment strategies
   to attract top talent in alignment with business needs.
2. Conduct
   workforce planning
   with department heads to determine hiring priorities.
3. Oversee the execution of
   end-to-end recruitment processes
   , ensuring efficiency and compliance.

Talent Sourcing & Acquisition:

1. Identify
   best recruitment channels
   and implement sourcing strategies, including
   job boards, social media, career fairs, and partnerships
   .
2. Develop a
   strong talent pipeline
   for critical and hard-to-fill roles.
3. Partner with
   universities and training institutions
   for fresh talent acquisition.

Interview & Selection Process:

1. Oversee the
   screening, interviewing, and evaluation
   of candidates to ensure role fit.
2. Implement
   structured interview techniques and assessment tools
   to enhance hiring decisions.
3. Ensure
   diversity and inclusion best practices
   are followed in the hiring process.

Employer Branding & Candidate Experience:

1. Lead
   employer branding initiatives
   to enhance the company's image in the job market.
2. Ensure a
   seamless candidate experience
   , from initial contact to onboarding.
3. Develop relationships with
   key industry professionals, agencies, and networks
   to attract top talent.

Recruitment Metrics & Compliance:

1. Track
   recruitment metrics
   such as time-to-fill, cost-per-hire, and quality-of-hire.
2. Ensure compliance with
   labor laws, hiring regulations, and company policies
   .
3. Maintain accurate recruitment reports and provide
   monthly hiring updates to senior management
   .

Collaboration & Team Development:

1. Supervise and coach the
   talent acquisition team
   , ensuring effective execution of hiring strategies.
2. Work closely with
   HR Business Partners
   to understand hiring needs and align recruitment efforts.
3. Optimize the use of
   HR technology and applicant tracking systems (ATS)
   for recruitment efficiency.

3. KPIs (Key Performance Indicators):

1. Time-to-Fill Ratio:
   Ensure
   85% of roles
   are filled within the targeted timeframe.
2. Quality-of-Hire:
   Maintain a
   95%+ retention rate
   of new hires within the first year.
3. Candidate Experience Score:
   Achieve
   90%+ positive feedback
   from candidates.
4. Cost-per-Hire Optimization:
   Reduce recruitment costs by
   10% annually
   through process improvements.
5. Talent Pipeline Development:
   Maintain an
   active pool of at least 20 pre-qualified candidates
   for critical roles.
6. Employer Branding Effectiveness:
   Increase the number of qualified applicants by
   15% per quarter
   through branding efforts.

4. DYNAMICS / LIAISE:

4.1 Within the Organization:

• HR, Admin, and Security Director:
  Report on recruitment metrics and hiring strategies.
• Department Heads & Hiring Managers:
  Align hiring needs with business growth.
• HR Business Partners:
  Ensure smooth
  talent acquisition and onboarding processes
  .

4.2 With External Parties:

• Recruitment Agencies & Headhunters:
  Manage third-party recruitment partnerships.
• Universities & Training Centers:
  Build talent pipelines through graduate programs.
• Job Portals & Media Outlets:
  Manage advertising for job vacancies.

5. EDUCATION & EXPERIENCE:

• Education:
  Bachelor's degree in
  Human Resources, Business Administration, or a related field
  . A
  Master's degree (MBA or HRM)
  is a plus.
• Experience:
  Minimum
  7+ years
  in
  recruitment and talent acquisition
  , with at least
  3 years in a leadership role
  .
• Technical Expertise:
• Experience in full-cycle recruitment, workforce planning, and employer branding
  .
• Proficiency in
  ATS (Applicant Tracking Systems) and recruitment analytics
  .
• Knowledge of
  labor laws, compensation structures, and hiring best practices
  .