Talent Acquisition Manager

Majid Al Futtaim invites you to join us in our quest to create great moments for everyone, everyday We are the leading shopping mall, residential communities, retail and leisure pioneer across the Middle East, Africa, and Asia, serving over 560 million visitors a year. For the past two decades, we have shaped the consumer landscape across the region, transforming the way people shop, live and play while maintaining a strong sustainability track record and the largest mall in the world to attain LEED Gold EBOM Certification. We have over 40,000 team members in 15 international markets representing over 100 nationalities - all keeping the customer at the heart of everything we do. If you enjoy being BOLD, PASSIONATE, and TOGETHER, then Majid Al Futtaim is the destination for you.

**Role Purpose**:
The role of the Talent Acquisition Manager will partner with the business leaders and hiring manager to assess their talent needs and advise on the best hiring strategies. This role will support GS TA Shared Service Delivery model in managing activities pertaining to Talent Acquisition across the business line.

**Role Details - Key Responsibilities and Accountabilities**:

- Champion the recruitment process and provide hiring managers direction on recruitment trends, best practices, compliance to regional regulatory requirements, and benchmark comparisons.
- Develop and oversee innovative sourcing strategies to attract talent from non-traditional and/or diverse talent pools:

- Provide data and summarized reports of key metrics to practice area leadership in operational meetings to help inform on future resource needs, skill mix, demand considerations, etc.
- Provide effective advising services and thought leadership in recommending solutions that build on business, functional strategic drivers, business managers and employees using full knowledge and understanding of market and industry norms and practices. Lead strategy sessions with hiring managers and ensure the team is acting as business advisors.
- Build and maintain key internal/external relationships including business leaders, employees, hiring managers, business human resource partners, Centers of Expertise, industry contacts and human resource vendors.
- Facilitate leadership planning, and operational workforce planning exercise to support internal hire rate and support the overall Talent Development Strategy.
- Independently handle complex issues with mínimal supervision, while escalating only the most complex issues to appropriate functions.
- Understand and guiding the business about the talent pool, creating JDs, market intelligence, identifying right vendors, streamlining recruitment process, negotiation, onboarding, and employer branding.
- Assess and analyze the current and future talent needs against the business strategy and develop / oversee implementation of appropriate talent acquisition delivery.
- Create, organize, and implement new and enhanced recruiting and selection processes / tools to drive efficiency and improve quality of hires
- Work with the Total Rewards function to obtain current market compensation and competitive benefits and pay data, job description approval
- Deliver on-going reports after tracking the results, impacts, and cost-effectiveness of the current recruiting strategies to identify trends and adjust the recruiting strategies in order to optimize the impact of the recruiting team.
- Play an analytical role to deliver on-going reports after tracking the results, impacts, and cost-effectiveness of the current recruiting strategies.
- Endeavor to strategically balance and prioritize recruiting department resources in order to meet the constantly evolving business needs.
- Collaborate with other HC department heads, regularly providing insights programs that are impacting the business inclusive of training, internal movement, career-path creation, and so forth

**Job Dimension - (E.g. Revenue & Budget size, Sales Volume etc.)**

Ensure TA SLA’s are met to meet business needs and requirement.

Monitor and constantly reduce the costs of the recruitment process.

Maintain the internal hire rate as established by the overall GS Talent Strategy.

Support the BU in meeting financial targets via resource revenue generation. (hired against HC planned)

**Other Context (if applicable)**:
Assess and create strategies to roll talent on and off long-term engagements with as little business disruption as possible.

Continuously collaborate with HC shared services functions to align on talent related needs.

**Functional/Technical Competencies**:

- HR technologies knowledge
- Process excellence knowledge
- Demonstrate exceptional computer skills as well as proficiency in the use of MS Word, MS Excel, PowerPoint, and Outlook

**Personal Characteristics and Required Background**:
**Skillset (job specific technical skills and behavioral competencies needed**)
- Excellent communication skills in English, Arabic preferred.
- Strong