Talent Acquisition Manager at ICEA Lion Group

The jobholder is responsible for developing appropriate talent acquisition strategies and managing the end-to-end talent acquisition process to deliver the right talent, at the right time, at the right price. Partnering with the business to provide comprehensive talent acquisition support as well as HR business partner strategic support.

Roles and Responsibilities

• Talent Acquisition
• Partner with hiring managers to translate business objectives into talent acquisition plans and strategies by conducting business insight conversations
• Establish alignment to the organization structure, strategic workforce plan and budgetary provisions
• Partner with the business to provide both consultative and transactional talent acquisition support to deliver a comprehensive and value-added service covering hiring needs across all levels. 
• Design and deliver a broad base of innovative sourcing strategies and solutions to meet business needs and generate a diverse pool of applicants.
• Proactively search for, identify, network with, and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing for the best candidates using a variety of channels that are aligned to and effectively communicate the ICEA LION employer brand.
• Develop a broad and diverse battery of selection tools for use across all levels and types of hire to appropriately meet business needs.
• Conduct efficient end-to-end applicant management for each job requisition, i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with other HR teams and hiring managers for necessary support.
• Negotiate offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with key stakeholders to establish competitive, effective total reward packages in line with budgets and internal policies
• Ensure all pre-employment checks are completed in line with the prevailing policy, meeting all minimum standards and exceeding where possible
• Ensure seamless handshakes with Hiring Managers and other stakeholders, consistent with the milestones in the onboarding checklist
• Collaborate closely with the Hiring Managers to deliver a 7-star experience across every touch point of the employees’ recruitment and probation interaction
• Additional HR Business Partnering Responsibilities
• Translate business strategies and priorities into operating model implications, including organization design, capabilities and skills, talent and ways of working to enhance team effectiveness and culture as an enabler.
• Drive the organization design and organization effectiveness imperatives through defined processes and practices.
• As the change catalyst, lead organization change and coach line managers as well as their teams to navigate different change initiatives for organizational relevance, impact and sustainability
• Coordinate and influence the development of a performance culture through effective implementation of integrated performance management and appropriate measures of success.
• Drive implementation of the strategic talent management programs in the assigned business functions.
• Drive and build competitive advantage capability, critical future-proof skills in partnership with the learning and development function.
• Strengthen overall employee engagement and culture alignment to support business growth, as well as continuously improve the employee experience.
• Act as the coach and mentor to staff and line managers on HR-related matters.

Requirements

Qualifications and Requirements

• Bachelor's Degree in Human Resource Management, Business, Finance, Social Sciences or related field from a recognized University
• HR certification, professional membership with relevant bodies, e.g. IHRM.
• 8+ years’ relevant experience in human resources
• Sound experience in Talent Acquisition either in-house recruiter or within a search firm
• Experience handling high volume recruitment as well as specialist roles
• Additional experience in HR business partnering and organization effectiveness and change management will be an added advantage
• Ability to interpret business strategy to craft aligned human capital solutions
• High integrity and strength of character
• Business acumen and commercial awareness
• Deep knowledge of the employee life cycle and interventions needed to enhance productivity at each stage