Principle Accountabilities

Talent Acquisition

• Develop and execute recruitment strategies to attract high-quality candidates.
• Manage the end-to-end hiring process, from sourcing to onboarding.
• Utilize various sourcing channels (job portals, LinkedIn, career fairs, referrals, etc.).
• Screen resumes, conduct interviews, and coordinate hiring processes with department heads.
• Build and maintain a talent pipeline for critical roles.
• Enhance employer branding to position the organization as a top employer.
• Ensure that recruitment policy is appropriately adhered to and continuously updated to align with the changing times.
• Provide timely interview feedback to candidates.

Talent Development & Retention

• Support employee engagement and career development initiatives.
• Assist in succession planning and talent retention strategies.
• Conduct market research on industry best practices in talent management.
• Working closely with the HR Business Partner, keep a record of individual development talent and talent profiles and derive relevant insights for talent development and retention.

Governance and Control 

• Ensure all recruitment, selection, and onboarding processes comply with local labour laws, employment regulations, and company policies.
• Stay updated on changes in employment legislation and advise management on necessary adjustments.
• Maintain accurate and legally compliant employee records related to hiring, onboarding, and talent development.
• Ensure proper documentation of hiring decisions, interview notes, and selection criteria for audit purposes.
• Adhere to data protection regulations when handling candidate and employee data.

Seamless onboarding and offboarding of employees

• Facilitate a structured onboarding process for new hires, ensuring a seamless transition into the organization.
• Coordinate employee orientation programs to familiarize new hires with company policies, culture, and expectations.
• Ensure all HR documentation, contracts, and employee records are accurately processed and stored.
• Manage offboarding procedures, including exit interviews and clearance processes.

Other HR Operations accountabilities

• Providing support in handling disciplinary issues in the Business Unit in liaison with HRBPs.
• Providing support in coordinating the Performance Management process in the Business Units in liaison with the HRBP.
• Conduct background checks, reference verifications, and employment contracts processing.
• Generate HR reports and dashboards on recruitment metrics, workforce planning, and talent pipeline.
• Plan and execute employee engagement and recognition events.

Key Competencies and Skills

General Competencies

• Excellent written and oral communication skills; ability to communicate effectively and projects a professional image when giving and taking information in writing, in person and over the phone.
• Excellent interpersonal skills with the ability to effectively lead and work with individuals and groups at all organization levels; ability to work independently and as part of a team.
• Excellent customer service skills with the ability to respond to inquiries or complaints effectively and timely.
• Ability to take initiative and prioritize tasks; good time-management, organization, problem-prevention and problem-solving skills.
• Basic analytical ability with active listening skills.
• Ability to work accurately with close attention to detail; must have eye for details, strong ability to scrutinize and examine.
• Ability to maintain confidentiality of sensitive information.
• Ability to use sound judgment and perform duties independently; demonstrate sound work ethics.

Technical Competencies

• Computer/IT skills, including knowledge of Microsoft Office applications e.g. Word; Excel; etc.
• Proficiency in HR software systems namely Perpay and Aruti.
• Experience in navigating and utilizing to post vacancies and shortlist candidates.

Minimum Qualifications, Knowledge and Experience

Academic & Professional Qualifications

• Bachelor’s degree in Human Resource/Social Sciences or its equivalent from a recognized institution.
• Higher Diploma in Human Resources.
• Certified Human Resource Professional (CHRP) is an added advantage.

Experience

• A minimum of one-year work experience in a busy Human Resources environment especially in talent acquisition.
• Knowledge of employment laws and regulations.