Talent Acquisition Section Head
Al Ahly Capital Holding - ACH
Total des années d'expérience :7 years, 2 Mois
1. Discuss staff needs with department managers to collect annual recruitment requirements and accordingly prepare the manpower plan.
2. Build a strong employment brand through aggressive presence on social media and career-based platforms.
3. Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates and create a constructive candidates database.
4. Conduct HR interviews and shortlist the qualified candidates, coordinate the technical interview with the hiring managers.
5. Acquiring Line Managers’ approval, to proceed with hiring process for the accepted candidate.
6. Arrange pre-employment testing, background & references checks.
7. Negotiate salary rates and finalize job offering process with candidates.
8. Facilitate on-boarding for new joiners, create a follow up approach to review the performance of new joiners during the probation period.
9. Update job descriptions to ensure that all jobs are accurately described.
10. Support ACH subsidiaries in recruitment activities.
11. Design summer internship programs, coordinate with department managers to allocate interns in different departments.
12. Attend job fairs and recruitment events.
• Report and review all recruitment metrics (time to fill// Cost per hire) to ensure effective recruitment cycle that meets
the company objectives.
• Responsible for the development of all sourcing methods and channels to ensure having an up to date data base.
• Coordinate with the department managers to forecast future hiring needs and identify gaps.
• Design Selection Matrix for choosing the optimum recruitment channel and recruitment source.
• Explore the market best practice in the recruitment and staffing and implement appropriate best practices in the
organization.
• Conduct job interviews for key jobs in the organization.
• Review and analyze annual HR budgets formulated by subsidiaries and establish a consolidated corporate HR budget to
monitor performance.
• Implement and monitor succession planning program across all subsidiaries with the OD Team.
• Conduct regular follow up with managers to define the effectiveness of recruiting plans and implementation.
• Builds a quality relationship with the internal customers and external recruitment agencies.
• Oversee all the activities of recruitment team to ensure high performance levels and efficient implementation.
• Responsible for the supervision of all recruitment team performance and their development.
• Monitors and constantly reduce the costs of the recruitment process.
1) Coordinate for the design, implementation, and follow up of the succession planning, and career path projects.
2) Facilitate talent reviews for key leadership roles to foster the development, mobility, and retention of High Potentials and Successors.
3) Lead the development of an online talent management system to evaluate employees, facilitate talent movement, and track progress.
4) Advice the readiness of potential employees for promotions.
5) Compare requested promotions with the pre-designed career paths.
6) Act as the subject matter expert on career development-related resources for HR and line management.
7) Develop or align performance management program with key organizational goals.
8) Delivery of the company staff performance appraisal forms by ensuring that the performance appraisal forms are submitted in a timely manner.
9) Direct performance appraisals process for all employees to feed back the training needs, And provide recommendations for improvement
10) Handle skills inventory meetings and system in order to collect MCV high potentials previous KSA’s that may serve our organizational restructure in the future.
11) Prepare different HR manuals, and employee handbook.
12) Act as a change agent providing the support and mechanism to implement major changes to the organizational culture.
13) Identify, facilitate and create the desired development programs to ensure all leaders and potential leaders have the necessary skills to succeed.
14) Prepare reports, such as organization and flow charts, succession planning and career path reports.
15) Provide guidance/resources to facilitate changes throughout the business, e.g., organizational restructurings.
16) Serve as a subject matter expert on analyzing exit interviews and engagement surveys and provide
recommendations.
17) Monitor the high potentials turnover rate, update turnover rate reports and justify the chart readings.