Talent Acquisition Global Partner RPO – EMEA
Korn Ferry
Total years of experience :10 years, 11 Months
Global RPO (Recruitment Process Outsourcing) team partnering with various stakeholder groups to create effective hiring strategies for current and/or forecasted vacancies. As a trusted, consultative partner, I recruit for roles at all levels, professionals, managers, senior directors & executive directors. and with process skills, and creative sourcing techniques will ensure success and growth of the account. The majority of the roles are within the Engineering / Supply chain/ Finance / support functions / Marketing/ Finance / Insurance / Customer Service/ Technical sector/ Renewable energy/ Food
Providing high-touch relationship management, customer focus and responsiveness in both client and candidate facing activities, you will consultatively manage the end-to-end recruitment process whilst being a subject matter expert around applicant tracking systems, candidate sourcing methodologies and recruitment process effectiveness.
• Build a knowledge base of client’s business, organization, and objectives.
• Manage project tightly end to end, ensuring quality assurance on day-to-day recruitment activities and attainment of project deliverables in line with KPIs and Service Level Agreements.
• Anticipate and minimize risks on project at both micro and macro levels.
• Build trust and confidence with key client stakeholders. Through this relationship building process, ensure effective expectation setting and management of client communications.
• Continually seek out opportunities to increase customer satisfaction.
• Proactively identify opportunities for improvement and make constructive suggestions for change, including proposed change management steps.
• Prepare and actively participate in project reviews with client and senior management. Effectively communicate relevant project information to superiors. Escalate and resolve issues in a timely fashion.
• Ensure all systems are updated on a timely basis by the delivery project team. Conduct ad hoc quality checks to ensure completeness and accuracy of data added to the systems.
• Work with the Project Director in developing value-added reporting to our client and ensure all reporting, internal and external, is accurate and complete and delivered against pre-established deadlines.
• Take ownership of the recruitment life cycle for several key and high-profile business areas, with a strong focus on partnering with the client.
• Involved in creating various strategies to ensure maximum, successful output.
• Maintaining and creating relationships with hiring managers and stakeholders
• Create and execute multi-channel sourcing strategies to identify qualified candidates and/or build talent pools for current and future requirements.
• Working with the sourcing team to ensure a quality candidate pipeline.
• Actively source candidates and build candidate talent pools.
• Lead client briefings or partner with client HR business partners to understand job requirements, provide input, develop, and implement sourcing strategies to identify candidates matching client requirements.
• Develop a deep understanding of your assigned business units and region.
• Process Management & Sourcing.
• Support and deliver on the overall service delivery targets.
• Provide information to Hiring Managers regarding market conditions, candidate availability, salary benchmarks.
• Maintain critical metrics and provide promote the highest data integrity within reporting
• Leading all main HR activities in the business functions, handling from restructuring, manpower needs, performance calibrations, development plans for talented calibers.
• Oversee all HR activities within their area, may also manage an individual requisition load (typically for niche, hard-to-fill, strategic or high-profile roles)
• Recruit globally among Europe, Middle East &, Africa.
• Develop an in-depth knowledge of the client’s business and industry sector.
• Translated HR strategy and engaged with stakeholders on implementing organizational culture, talent management, programs and procedures.
• Act as an IBM brand ambassador for the TAO services to their client stakeholders, working either on-site or remotely.
• Works with Hiring Managers and client leadership to understand their hiring forecasts and translate it into recruitment plans on an agreed frequency.
• Provides regular updates to stakeholders on the status of requisitions, health of delivery, recruitment market insights and strategies to ensure performance metrics are met.
• Collaborated with the Talent Management Department on the annual performance review cycle, ensuring high-quality objectives and successful reviews.
• May facilitate the role discovery meeting with Hiring Manager and recruiters to discuss delivery expectations, timelines and sourcing activities.
• Consults with the Hiring Manager on the role requirements and sector/market talent supply considerations which may impact delivery.
• Partners with IBM’s Sourcing Science team to ensure sourcing campaigns and activities are successful.
• May support the delivery team in short-list presentation of candidates as required.
• Analyze platform data to identify ways to improve and optimize delivery performance and share best practice across the account team.
• Participate in client update meetings and represents the service to stakeholders as required.
• Obtain high client satisfaction levels with the service to promote positive NPS scores, references and case studies from the account.
• Effectively leverage social media tools in alignment with IBMs social media and Branding Strategy.
• Set high recruitment standards ensuring operational excellence and compliance.
• Identify and manage stakeholders and influencers to accelerate and manage recruitment process.
• Execute diversity recruiting strategies to attract a diverse workforce to IBM by hiring talented people of varied backgrounds, experiences, and styles.
• Managing, developing and setting the KPIs of the talent acquisition & BP teams of 12 employees.
• Developing talent acquisition strategies and hiring plans for 4 different accounts: Mondelez, Reckitt Benckiser, Bell, & shell.
• responsible for full cycle recruiting to source, select and hires top talent nationwide locations. Establishing and maintaining effective recruitment metrics, processes, systems and tools; delivering a five-star candidate experience.
• Manage the recruitment process and life-cycle, including initial assessments, interviews, and offers.
• Supervise recruiting personnel.
• Use metrics to create reports and identify areas of improvement.
• Provide HR business partner support to senior management across the organization.
• Ensure ongoing assessment, enhancement, and alignment of all HR processes, policies, and practices.
• Identify and prioritize areas for tactical improvement in HR processes and technologies and work hands-on with team to ensure consistent implementation.
Build strong relationships with hiring managers to understand and meet the hiring needs of their respective branches and educate them in the recruitment process.
• Collaborate with hiring managers to develop job profiles.
• Setting the budget for recruitment costs.
• Identify future talent needs and proactively recruiting and sourcing; develop talent pool or social engagements.
• Manage all exit interviews & assist in employee retention and development.
• Work independently and partner with others in the People team on ad-hoc HR projects as needed
• Managing all recruitment activities across different levels for a new dam in Tanzania which is considered one of the biggest projects in the energy field across the middle east.
• Develop HR Strategies and manpower solutions to meet business requirements.
• Ensure compliance with ministry of Human Resources and social Development.
• Analyze and identify challenges, resources capabilities to align HR initiatives with business direction.
• Support in HRIS transformation.
• Develop Saudization and localization strategies.
• Support project managers in workforce planning.
• HR Analytics & publishing talent reports to the leadership.
• Developed job descriptions for all new roles, job evaluation, and analysis exercises in coordination with relevant stakeholders.
• Collaborated with Subject Matter Experts (SMEs)s to refine and update training resources. Assist with performance management procedures.
Heading Recruitment team:
• Managing, developing and setting the KPIs of the talent acquisition team of 6 employees for Africa and Middle East.
HRIS:
• Participated in implementing recruitment SAP system (Successfactors module)
• Use metrics to create reports and identify areas of improvement.
• Provides SLA report monthly (List of achievements + timings to close requisitions) number of requisitions per month versus the numbers achieved & comparison report on the sources used in the department.
HR Recruitment Mega Projects:
• Setting and implanting the hiring plan for launching a new company under Al Mansour automotive group (Peugeot) with total HC 120 across different levels.
• Setting and implanting the hiring plan for launching a new company under Al Mansour automotive group (MG) with total HC 80 across different levels.
• Design and implementation of the yearly MAC graduate program.
• Design and implementation of the yearly MAC internship program
HR Operations:
• Provides guidance and support to organizational planning in accordance to company’s strategic objectives and by working very closely to the departments’ heads.
• Managing the recruitment function across all departments for MAC group Egypt, Iraq, Libya Ghana and Uganda, for Opel, Chevrolet, Peugeot & MG brands.
• Identifying the organization’s needs and working to create and implement an efficient talent acquisition strategy to improve recruitment and business performance.
• Develop recruitment strategy. This may include job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc…
• Ensure that accurate job descriptions exist for all employees, and which will include timely revision sessions.
• Managing, developing, managing and overseeing talent acquisition and recruitment processes and strategies.
• Establishing recruitment policy and developing work process.
• Builds HR team capable to achieve HR objectives and to provide proper and timely assistance to all departments.
• Managing, developing and retaining a diverse talent acquisition team.
• Prepare the recruitment plan for the recruitment by selecting best sources (Online Dashboards, employment fairs,
sourcing, Ads, Ext….) and follow up on implementation with recruitment coordinator to fulfil the requirements within the budget.
• Manage the recruitment and hiring activities in line with the approved hiring procedures and ensure that the hiring process is in place and implemented (hiring documents, employment contracts, and medical check-up, etc.
• Manage and guide development of corporate employment resource.
• Responsible of deals and cost optimization with all vendors & suppliers related to the talent acquisition activities.
• Responsible of setting budget according to compensation and benefits approved scale report.
• Partner with key leadership to lead and promote HR initiatives and programs that align with corporate goals and values.
• Manage core HR processes across products (performance management, compensation cycle, promotions).
• Partner with Learning & Development to work on value-added programs in areas of training, development, career mobility, and job performance.
• Communicate frequently with departmental and executive stakeholders to understand the unique needs.
• Manage the recruitment cycle starting from sourcing till finalizing the onboarding process.
• Identify training needs and assist the L&D function in aligning training programs with business objectives.
• Working with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment.
• Consulted on induction/onboarding processes to identify gaps in the desired employee experience and formulate new tactics and updated policies and procedures to ensure knowledge transfer and organizational values are transferred effectively.
• HR Analytics & publishing talent reports to the leadership.
• Conducted workforce planning and benchmarking to meet business needs.
• Achieve headcount resourcing plan within the best possible available talent in the market (internal and external)
• Achieve headcount resourcing plan within the best possible available talent in the market (internal and external)
• Participates in setting the resourcing area strategic direction.
• Manage the resourcing process for Consumer sales and retail, customer care (local and international accounts) and support function accounts, ensuring proper business understanding and optimum customer satisfaction.
• Recruitment process & Sourcing planning (Internal & External).
• CV Screening for Internal and external candidates.
• Post different positions through online dashboards.
• Design CBI questions to measure the required competencies based on each vacancy.
• Conduct face to face CBIs for shortlisted candidates and panel interviews with the hiring manager when required
• Manage/follow up on other selection steps based on the vacancy agreement; ability tests, language tests, technical tests, assessment Center, business interview results.
• Agreement and alignment with the HR business partner and hiring manger on the consulted selection criteria.
• Prepare the vacancy agreement and work according to the vacancy SLA.
• Conduct regular follow-up with business partner/ hiring manager to determine the effectiveness of recruitment process.
• Attend frequent governance meeting/conference calls with the business/ client.
• Keep track and documentation for each stage in the hiring process.
• Update Taleo with the vacancy steps maintaining feedback to be sent to candidates internal and external.
• Attend employment fairs.
• Update the Resourcing daily/weekly/monthly reports.
• Liaises with HR Business Partners providing regular resourcing updates and generates needed reporting.
• Manage candidates experience ensuring optimum candidates’ satisfaction, to maintain Vodafone best employer of choice market ranking.