Talent Acquisition Manager
SALA Entertainment
Total years of experience :10 years, 2 Months
- Update and design current recruitment procedures.
-Supervising the recruitment team and evaluating its performance.
-Track recruitment procedures (start of employment, interviews, recruitment, external recruitment).
-Implementing new methods for sources (Bayt.com, LinkedIn, Advertising, Social Media, Gallery Advertising, Advertising)
-Review the employment program and suggest the best option for the company's needs.
-Search, job selection and options.
-Advising managers on interviewing techniques.
-Coordinate with departmental managers to forecast future recruitment needs.
-Working on preparing the workforce for the new year and coordinating with all departments.
- Updating and designing current recruitment procedures.
- Supervise the recruitment team and report its performance.
- Track recruitment measures (start recruitment, interviews, recruitment).
- Application of new resource methods (Bayt.com, LinkedIn, Advertising, Social Media, Advertising in Showrooms, Advertising ).
- Review the recruitment program and suggest the best option for company's needs.
- Searche and choose job ad options.
- Advise the managers on interviewing techniques.
- Coordinate with departmental managers to predict future employment needs.
- Work on preparing manpower for the new year and coordination with all departments.
- Prepared everything required for overseas employment, go to countries to conduct interviews with candidates, and complete the procedures for those nominated for vacancies, for example for countries: the Philippines, India, Bangladesh, and the Middle East.
Played a key role in ensuring the successful launch of the company. Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.
•Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind company’s employee-retention.
•Negotiated approximately 50 salary offers and dozens of sign-on bonuses/relocation packages annually.
•Reduced benefits costs by 15% annually through meticulous recordkeeping and ensuring that company did not pay for benefits for which employees were ineligible.
•Revised job descriptions across all levels and 50+ categories. "Shadowed" and interviewed employees to construct an accurate picture of the duties and skills required for each position.
•Follow-up on the daily recruitment/curricula vitae of accepted and rejected candidates through personal interviews from all departmental directors.
•Direct personal interviews with candidates at all functional levels.
Key objectives:
• Trained member management team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound hiring decisions.
• Co-developed company's first-ever standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.
• Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.
• Reworked new-hire orientation program to include HR information and company resources.
Key objectives:
• promoting equality and diversity as part of the culture of the organization;
• liaising with a range of people involved in policy areas such as staff performance and health and safety;
• recruiting staff, which involves developing job descriptions and person specifications, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates;
• preparing staff handbooks;
• advising on pay and other remuneration issues, including promotion and benefits;
• undertaking regular salary reviews;
• administering payroll and maintaining employee records;
• interpreting and advising on employment law;
• dealing with grievances and implementing disciplinary procedures;
• developing HR planning strategies, which consider immediate and long-term staff requirements;
• Planning and sometimes delivering training - including inductions for new staff;
• analyzing training needs in conjunction with departmental managers
Support the recruitment/hiring process by sourcing candidates, performing background checks, assisting in shortlisting, issuing employment contracts etc.
• Redirect HR related calls or distribute correspondence to the appropriate person of the team.
• Maintain records of personnel-related data (payroll, personal information, leaves, turnover rates etc.) in both paper and the database and ensure all employment requirements are met.
• Assist supervisors in performance management procedures.
• Schedule meetings, interviews, HR events etc. and maintain the team’s agenda.
• Coordinate training sessions and seminars.
Training in equipment for city and military aircraft
The Associate Degree of College of Technology