Talent Acquisition Manager

Job Brief:

Responsible to establish a holistic and strategic approach to identify and attract top employment candidates to successfully meet the needs of the company develop, promote, and execute complex recruitment strategies that will support the company respective goals.

Primary Responsibilities:

• Developing the recruitment strategies which includes job posting, recru1tmg marketing channels development, employer branding campaigns, job boards procurement, digital and non-digital recruitment, comprehensive recruitment campaign planning, etc.
• Overseeing and managing the process of sourcing, interviewing, attracting, recruiting, and on-boarding of new employees through which the new hires should be introduced to the various social and performance aspects of their jobs so that they may develop a better understanding on how to navigate through the organization culture and requirements.
• Overseeing the employment marketing initiatives, branding campaigns, internal and external recruitment activities.
• Collaborates actively with compliance to identify right candidate with right qualification.
• Identify high risk positions especially in, Allied and Nursing for rare positions & high demand in departments.
• Works in concert with the other necessary HCM functions to lead strategic talent acquisition discussion leveraging hiring forecasts and trends to provide a deep understanding of existing and future talent needs. 
• Developing creative approach to identify and recruit high quality candidates, while pursuing cost­ containment options.
• Ensuring utilization of Applicant Tracking Systems (ATS) and other tools to track the applicants for prompt and effective process from the selection phase till on-boarding.
• Identifying and suggesting appropriate interviewers to assess incoming talent based on area of expertise, organizational needs, and specific jobs to be filled.
• Facilitating interview debriefs to hiring managers to make timely hiring decisions based on defined hiring targets and needs.
• Working closely with other necessary HCM functions to develop and implement recruiting strategies that fits the needs and budget considerations through a deep understanding of return on investments on each hire.
• Oversees and manage the development of curriculum vita database.
• Distribute workload to ensure a balance of activities between TA team members.
• Participates in Business Trips for the objective of recruiting outstanding talents from abroad
• Liaise with Department Heads to determine staffing needs by developing staffing plan.
• Delivering high quality talent base as measured by TA metrics and business needs.
• Continuously develops and manages the TA strategies and processes.
• Assessing the Talent needs of the organization for uninterrupted operations and patient care.
• Managing the recruitment process and life cycle, including initial assessments, interviews, offers and on­ boarding.
• Counseling the identified candidates on the salary, benefits, increments, organizational career path, and culture and work environment.
• Developing the relationships with third party recruitment agencies, staffing firms, job portals, etc. to foster the sourcing recruitment process and measuring the performance of these sources.
• Providing continuous improvement to all service levels and performance of recruitment services.
• Ensuring positive and excellent candidate experience during the hiring process.
• Identify future talent needs and proactively recruiting and sourcing; develop talent pool or social engagements.
• Identify staff development and training needs and ensure that the training is obtained.
• Advise on various types of risks and create plans to prevent problems.
• Provide a statistics and reports and create a simple dashboard on the department performance periodically.

Educational: Bachelor’s degree in human resources management or other relevant field, from recognized University.

Professional Experience Minimum of 5 years progressive post-graduate experience of similar filed.

Computer skills: Knowledge of MS-Office

• General understanding of the other HR functions.
• Knowledge of full recruitment lifecycle including sourcing, pre-qualification screening, interviewing and closing professional level candidates.
• Ability to manage team and prioritizing multiple searches, projects and internal relationships.
• Strong presentation skills with good knowledge of MS-office products and other computer applications.
• Demonstrated critical thinking and organizational skills combined with strong leadership qualities.

Place of work