Talent Acquisition Specialist at Britam

Job Purpose

• Reporting to Head-Talent and Capability, the Talent Acquisition Specialist will be responsible for supporting the Talent Acquisition function of the Company specifically with the focus on defining, and executing the talent strategy for the identification, development, deployment, and retention of Britam talent including talent acquisition for entry level and experienced hires. 
• The position will primarily be responsible for agile talent acquisition activities; identifying and engaging world-class candidates for our various vacancies and design thinking about talent search tactics and achieving the defined talent acquisition metrics. This will be achieved by creating effective sourcing strategies, building lasting relationships with potential candidates, providing exceptional candidate experience and securing great talent in a very dynamic and competitive market.

Key responsibilities

• Work with the Head, Talent & Capability to implement the talent strategy of the company in consultation with business leaders and HRBPs.
• Collaborate with business leaders across the company to understand business goals and to build development strategies that ensure a strong future talent pipeline as well as manage internal and external talent pools as part of the wider company talent management agenda.
• Under the guidance of Head, Talent & Capability, guide the business on agile workforce planning internal deployments and talent solutions to address talent needs at all levels.
• Support proactive talent retention initiatives and programs for the company as part of the Talent Management agenda
• Supporting in conducting organizational and departmental structural reviews and identifying the relevant talent & resourcing needs and tactics to fulfil workforce requirements
• Contribute significantly to the employment branding of the Company as a preferred “Employer of Choice” through compelling value proposition messaging, internally and externally and develop an effective talent pipeline of key internal and external talent.
• Utilize talent sourcing techniques to attract the highest quality of candidates and build consistent candidate pools for key roles.
• Establish effective recruitment strategies and identify creative recruiting methods to source the most qualified candidates and consistently improve quality of hires
• Determine applicant requirements with hiring managers to develop recruiting plans and co-development and update of job descriptions.
• Build and maintain strong working relationships with HRBPs, hiring managers and interface with all levels of management to meet the talent requirements.
• Improve organization attractiveness by recommending new talent sourcing tactics and practices; monitoring employer value proposition for the company in attracting and retaining great talent.
• Obtain necessary pre-hire documentation from candidates including compensation history, reports confirmation of prior work experience, certification confirmation or other job specific required credentials to be considered for a position within the company.
• Align the hiring process, beginning with screening applicants and interviewing potential hires, making recommendations, writing offer letters, conducting reference checks, and negotiating offers of employment.
• Ensure positive candidate experience throughout the hiring process and ensure smooth on-boarding experience as an onboarding buddy for all new hires
• Be the mobility and onboarding advisor, ensuring the successful management of mobility assignments and crafting exceptional onboarding support to employees. 
• Solicit feedback from hiring managers concerning “satisfaction level” and adjust sourcing strategies in line with the feedback to ensure continued customer satisfaction.
• Assist with recruitment outreach and developing as well as building a diverse candidate pipeline and executing strategies to ensure high quality candidates for all roles.
• Ensure maintenance appropriate records and recruitment documentation and other employment activities, decisions, and efforts in an organized and thorough fashion
• Manage content on the talent acquisition agenda and manage the LinkedIn recruiter tool as appropriate
• Co-design with the marketing or creative department advertisements and any collateral for recruitments both internally and externally
• Responsible for talent acquisition analytics and reporting and providing overall talent acquisition status for the company. 
• Responsible for all diverse talent acquisition and retention techniques within the company including talent deployment and re-deployment, internal talent movements and so on 

Key Performance Measures

• Time to Hire
• Onboarding survey score
• Quality of Hire
• Talent Index

Knowledge, experience, and qualifications required

• Bachelor’s Degree in a Business-related field and with a professional qualification in Human Resources.
• At least 3-5 years’ prior recruitment experience within a high volume, fast paced and customer-focused work environment.
• Exceptional problem solving, time management and organizational skills.
• Ability to approach problems flexibly and demonstrate creativity in solving them.
• Proven track record of driving process improvements and an insatiable desire to provide outstanding customer service.
• Excellent written and verbal communication skills, ability to exercise tact, discretion and the initiative to efficiently meet the demands of multiple internal and external customers.
• Ability to work independently, execute multiple tasks simultaneously, and cut through ambiguity.
• Unrivalled attention to detail and consistent delivery of the highest quality of work.
• Use of Application Tracking Systems, candidate experience tools, recruitment systems e.g. Taleo or other recruiter tools like LinkedIn is necessary for the success in this role.