Talent acquisition lead
Al Ghazzawi Group
Total years of experience :16 years, 1 Months
Supervisory Responsibilities:
Recruits, interviews, hires, and trains new staff.
Oversees the daily workflow of the department.
Provides constructive and timely performance evaluations.
Handles discipline and termination of employees in accordance with company policy
Responsibilities:
Fills senior-level positions in Non IT and IT fields, as well as positions in operations and management.
Develops new strategies and programs to attract candidates.
Manages the recruiting team for the assigned region.
Works closely with recruiting managers in other regions to share best practices, provide assistance on critical needs and coordinate on national-level initiatives.
Performs other related duties as assigned.
Created Talent acquisition strategy and handling Complete Recruitment cycle.
Prepared Yearly recruitment action plan and filling vacancies meeting monthly deadlines
Increasing Saudization as per required percentage in different industries
Collecting Request for recruitment (RFR) and desire skills set information
Prepared Service level agreements (SLA’s) to deliver services as per agreed terms
Making Job Description as per collected information from managers.
Job Posting at different websites like LinkedIn, expatriates, indeed, goto gulf etc.,
Sourcing CV’S from different channels,
Screen & Scheduling interviews, working directly with candidates and hiring managers, in some cases arranging travel for visiting candidates
Following up with managers to get feedback and Providing follow-up correspondence to candidates on recruiting status via phone and email
Negotiate with candidates about salary and other benefits,
Updating candidate records and job postings in recruitment systems and confirming new hires Coordinating the post-interview debrief meetings and providing debrief materials
Conduct and track reference checks and background checks.
Making Job offers, contracts completing all phases of recruitment and on boarding new employees.
HR Generalist
Assisted HR Director to formulate and execute yearly HR Action plan
Conducted performance evaluation by using forced ranking method
Created Organisation structure with concerned department head
Finalize Job description for all positions
Supported HR Director revised salary structure by competitor’s salary survey report procured from “Mercer”
Connecting with government agencies to gain government subsidies
Follow up with GR personnel’s and candidates for Iqama transfer process
Follow up with finance department till sadad payment - Iqama transfer done,
Arranging Baldiya training, Medical for Barista’s, Shop supervisor etc.,
Resolving miscellaneous issues about accommodation, Medical insurance, Bank account etc.,
Responsibilities:
Sourcing Profiles in Accordance with the Job Description.
Preliminary Screening & Short Listing the Candidates.
Scheduling the interviews and sending schedule to the candidates.
Taking Initial round of Interview & Coordinating with clients.
Maintaining Employees records.
Systel, Inc. is a U.S.-based multinational provider of integrated technology and business services. Headquartered in Alpharetta, Systel development canters are located in India and the United States. Systel is a certified Minority business enterprise.
Responsibilities:
•Full execution of the recruitment process (including job posting, phone interviewing, job interviewing, regular communication with candidates and managers) including the recruitment administration
•Successfully review job descriptions to understand the needs of the hiring manager as well to ask questions that’ll help you identify the right candidates
•Understand technology, technical roles and technical skills.
•Sourcing and uncovering candidates screening.
•Ascertaining the competence of candidates against a technical job description.
•Meeting candidates in person, telephone, or video conference etc to assess their qualifications.
•Showing or offering candidate resume to hiring managers to scrutinize or consider.
•Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
•Develop a pool of qualified candidates in advance of need.
•Use social and professional networking sites to identify and source candidates.
•Create contacts within industry.
•Maintain regular contact with possible future candidates.
•Maintain all applicants and interview data in the Recruitment.
•Management System (RMS), made internally by company.
•Preparing and sending salary breakup and offer letters.
Clients Handled:
Satyam, Genpact, IBM, Polaris, Tech-Mahindra.
IT Requirements Handled
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