Talent Acquisition Section head

1. Basic Responsibilities:Lead the talent acquisition function, ensuring the recruitment of high-caliber candidates, developing hiring strategies, and aligning the hiring process with business objectives to build a strong workforce.2. RESPONSIBILITIES & AUTHORITIES:2.1 Main Tasks:Recruitment Strategy & Planning:Develop and implement recruitment strategies to attract top talent in alignment with business needs.Conduct workforce planning with department heads to determine hiring priorities.Oversee the execution of end-to-end recruitment processes, ensuring efficiency and compliance.Talent Sourcing & Acquisition:Identify best recruitment channels and implement sourcing strategies, including job boards, social media, career fairs, and partnerships.Develop a strong talent pipeline for critical and hard-to-fill roles.Partner with universities and training institutions for fresh talent acquisition.Interview & Selection Process:Oversee the screening, interviewing, and evaluation of candidates to ensure role fit.Implement structured interview techniques and assessment tools to enhance hiring decisions.Ensure diversity and inclusion best practices are followed in the hiring process.Employer Branding & Candidate Experience:Lead employer branding initiatives to enhance the company’s image in the job market.Ensure a seamless candidate experience, from initial contact to onboarding.Develop relationships with key industry professionals, agencies, and networks to attract top talent.Recruitment Metrics & Compliance:Track recruitment metrics such as time-to-fill, cost-per-hire, and quality-of-hire.Ensure compliance with labor laws, hiring regulations, and company policies.Maintain accurate recruitment reports and provide monthly hiring updates to senior management.Collaboration & Team Development:Supervise and coach the talent acquisition team, ensuring effective execution of hiring strategies.Work closely with HR Business Partners to understand hiring needs and align recruitment efforts.Optimize the use of HR technology and applicant tracking systems (ATS) for recruitment efficiency.3. KPIs (Key Performance Indicators):Time-to-Fill Ratio: Ensure 85% of roles are filled within the targeted timeframe.Quality-of-Hire: Maintain a 95%+ retention rate of new hires within the first year.Candidate Experience Score: Achieve 90%+ positive feedback from candidates.Cost-per-Hire Optimization: Reduce recruitment costs by 10% annually through process improvements.Talent Pipeline Development: Maintain an active pool of at least 20 pre-qualified candidates for critical roles.Employer Branding Effectiveness: Increase the number of qualified applicants by 15% per quarter through branding efforts.4. DYNAMICS / LIAISE:4.1 Within the Organization:HR, Admin, and Security Director: Report on recruitment metrics and hiring strategies.Department Heads & Hiring Managers: Align hiring needs with business growth.HR Business Partners: Ensure smooth talent acquisition and onboarding processes.4.2 With External Parties:Recruitment Agencies & Headhunters: Manage third-party recruitment partnerships.Universities & Training Centers: Build talent pipelines through graduate programs.Job Portals & Media Outlets: Manage advertising for job vacancies.5. EDUCATION & EXPERIENCE:Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. A Master’s degree (MBA or HRM) is a plus.Experience: Minimum 7+ years in recruitment and talent acquisition, with at least 3 years in a leadership role.Technical Expertise:Experience in full-cycle recruitment, workforce planning, and employer branding.Proficiency in ATS (Applicant Tracking Systems) and recruitment analytics.Knowledge of labor laws, compensation structures, and hiring best practices.