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.