Principle Accountabilities

Talent Acquisition


Develop and execute recruitment strategies to attract high-quality candidates.
Manage the end-to-end hiring process, from sourcing to onboarding.
Utilize various sourcing channels (job portals, LinkedIn, career fairs, referrals, etc.).
Screen resumes, conduct interviews, and coordinate hiring processes with department heads.
Build and maintain a talent pipeline for critical roles.
Enhance employer branding to position the organization as a top employer.
Ensure that recruitment policy is appropriately adhered to and continuously updated to align with the changing times.
Provide timely interview feedback to candidates.


Talent Development & Retention


Support employee engagement and career development initiatives.
Assist in succession planning and talent retention strategies.
Conduct market research on industry best practices in talent management.
Working closely with the HR Business Partner, keep a record of individual development talent and talent profiles and derive relevant insights for talent development and retention.


Governance and Control 


Ensure all recruitment, selection, and onboarding processes comply with local labour laws, employment regulations, and company policies.
Stay updated on changes in employment legislation and advise management on necessary adjustments.
Maintain accurate and legally compliant employee records related to hiring, onboarding, and talent development.
Ensure proper documentation of hiring decisions, interview notes, and selection criteria for audit purposes.
Adhere to data protection regulations when handling candidate and employee data.


Seamless onboarding and offboarding of employees


Facilitate a structured onboarding process for new hires, ensuring a seamless transition into the organization.
Coordinate employee orientation programs to familiarize new hires with company policies, culture, and expectations.
Ensure all HR documentation, contracts, and employee records are accurately processed and stored.
Manage offboarding procedures, including exit interviews and clearance processes.


Other HR Operations accountabilities


Providing support in handling disciplinary issues in the Business Unit in liaison with HRBPs.
Providing support in coordinating the Performance Management process in the Business Units in liaison with the HRBP.
Conduct background checks, reference verifications, and employment contracts processing.
Generate HR reports and dashboards on recruitment metrics, workforce planning, and talent pipeline.
Plan and execute employee engagement and recognition events.


Key Competencies and Skills

General Competencies


Excellent written and oral communication skills; ability to communicate effectively and projects a professional image when giving and taking information in writing, in person and over the phone.
Excellent interpersonal skills with the ability to effectively lead and work with individuals and groups at all organization levels; ability to work independently and as part of a team.
Excellent customer service skills with the ability to respond to inquiries or complaints effectively and timely.
Ability to take initiative and prioritize tasks; good time-management, organization, problem-prevention and problem-solving skills.
Basic analytical ability with active listening skills.
Ability to work accurately with close attention to detail; must have eye for details, strong ability to scrutinize and examine.
Ability to maintain confidentiality of sensitive information.
Ability to use sound judgment and perform duties independently; demonstrate sound work ethics.


Technical Competencies


Computer/IT skills, including knowledge of Microsoft Office applications e.g. Word; Excel; etc.
Proficiency in HR software systems namely Perpay and Aruti.
Experience in navigating and utilizing to post vacancies and shortlist candidates.


Minimum Qualifications, Knowledge and Experience

Academic & Professional Qualifications


Bachelor’s degree in Human Resource/Social Sciences or its equivalent from a recognized institution.
Higher Diploma in Human Resources.
Certified Human Resource Professional (CHRP) is an added advantage.


Experience


A minimum of one-year work experience in a busy Human Resources environment especially in talent acquisition.
Knowledge of employment laws and regulations.