TALENT ACQUISITION MANAGER

Job Purpose:

The Talent Acquisition Manager reports to the HR Director and his/her main task is to source candidates through various channels, planning interview and selection procedures and participating in career events. The talent acquisition Manager is expected to know how to partner with hiring managers to align TA processes and best practice to ensure that the company on-boards the top talents. Ultimately, the TA Manager is expected to create strong talent pipelines for the company’s current and future hiring needs.

Job Function:

High Potential Management and Leadership Development: Identify and cultivate high-potential talent through tailored coaching and training programs aimed at empowering key personnel. Strategic Talent and Development Initiatives: Design and execute organizational strategies informed by external trends and best practices, ensuring alignment with HRMS mission and objectives. Culture of Excellence: Support the creation and maintenance of an organizational culture that emphasizes performance excellence, personal investment, and unwavering commitment among teams. Leadership Development Implementation: Proactively drive the implementation of leadership development initiatives including the creation of career paths, learning pathways, competency definitions, critical learning interventions, and requisite systems to support employee growth. Full Employee Lifecycle Management: Implement talent initiatives that span the entire employee life cycle, ensuring a seamless and engaging experience from induction to long-term career development. Attractive Employee Value Proposition: Develop and promote a compelling employee value proposition aligned with organizational objectives to enhance employee retention and satisfaction. Talent Pipeline Management: Build and manage a proactive and comprehensive talent pipeline to address resourcing and succession planning needs effectively. Induction and Orientation Programs: Ensure effective induction, orientation, and deployment of new staff to facilitate smooth transitions into the organizational structure. Innovative Learning and Development Policies: Establish and implement innovative policies and programs that focus on developing necessary skills, supplemented by robust monitoring mechanisms to track progress and effectiveness. Diversity, Equity, and Inclusion Strategy: Design a development approach that aligns with the organizational Diversity, Equity, and Inclusion strategy, promoting an inclusive workplace culture. Self-Learning Culture: Foster a culture of self-learning by leveraging modern learning platforms such as LinkedIn Learning and other e-learning tools to encourage continuous development. External Partnerships Management: Actively manage relationships with external partners, including universities, job boards, and recruitment agencies, to bolster talent acquisition efforts and visibility in the job market. Annual Learning Calendar & Development Plans: Plan and implement an annual learning calendar, ensuring alignment with insights from the annual career committee report and organizational strategic objectives.

Skills & Experience:

A minimum of 6 years of experience in a Human Resources corporate or consulting environment, with at least 3 years focused on talent acquisition and assessment. Proven ability as a change catalyst and expert in talent pipeline management and acquisition. Strong background in performance management and leadership development.Exceptional coaching and mentoring abilities, complemented by project management, vendor management, strategic thinking, and problem-solving skills.Adaptability and resilience in a rapidly changing environment.

Minimum Education and Experience Requirements:

A bachelor’s degree in human resources, Industrial Psychology, business administration, or a closely related field is strongly preferred. Demonstrated experience as a Talent Acquisition Manager or in a comparable role, with a proven track record of successfully implementing recruitment strategies. Comprehensive understanding of recruitment strategies and industry best practices to maintain a competitive advantage in talent acquisition. Exceptional interpersonal and communication skills to effectively cultivate and sustain relationships with candidates, hiring managers, and external partners.Proficient in utilizing applicant tracking systems and other recruitment software to enhance the efficiency of the recruitment process. Strong organizational and time management abilities to effectively plan and execute recruitment initiatives. Capability to analyze existing recruitment data and relevant metrics to inform and guide hiring decisions.Familiarity with labor laws and regulations to ensure compliance and uphold ethical recruitment standards.

Ideal Candidate Profile:

We are seeking an individual who is fully dedicated to recruitment and possesses expertise in assessment, resume screening, and cultivat…