Senior Manager Talent Acquisition

Key Accountabilities:

Recruitment

• Designs recruitment programs and processes and serves as an internal leader and industry expert to Line Managers across Emarat on talent acquisition/recruitment/acquisition matters.
• Works with the Senior Manager Learning & Development in the receipt, interviewing and screening of applications for Corporation’s internship programs.
• Receives, checks, and reviews employment requisitions with the Senior Manager Learning & Development to ensure existence of a vacancy and impact, if any, on the Corporation’s development plans.
• Prepares specific recruitment profile and either provides details to the assigned recruitment agency or places the advertisements with the chosen newspaper(s), or on the corporation’s website.
• Screens application forms and shortlists applicants for Senior Levels.
• Reviews and discusses the formal offer to be made, maintaining ongoing liaison with the candidate through all mobilization matters, including visas, medical check-ups, carrying out reference checks, etc.
• Ensures that each new employee undergoes a comprehensive induction process.

Planning & Implementation

• Contributes to the development and implementation of the HR Department’s strategic priorities and goals.
• Ensures business processes and work activities, relevant to position, are planned and executed in compliance with EMARAT policy, procedures and best practice to achieve business objectives in a safe, efficient and cost-effective manner.
• Conducts periodic review of policy, procedures, and practices, relevant to position, to identify opportunities for improvement and engagement in best practice.
• Liaises with Department Manager to clarify, justify and provide updates on all significant developments undertaken by the Projects section.
• Generates reports as per management request, timely and accurately to meet company and department requirements, policies, and standards.

Budgeting

• Contributes to the preparation of the (annual) departmental business, operating plans, and capital expenditure budget, in alignment with the key corporate goals, to meet departmental business objectives.
• Analyse cash flow, cost controls and expenses within own Section towards optimum utilization of company’s resources.
• Conducts financial prudence in all decisions and monitor variances between actual expenditure and budget; approves operational expenses within level of authority.
• Reviews and responds to queries related to expenditure reports and provides justification for any budget overspend.

Workforce Planning

• Works with Senior Manager HR Operations in coordinating the overall development, implementation, and administration of the Corporation’s short- and medium-term workforce plans.
• Collects employee demographics, analyses trends (including staff productivity and attrition rates) needed to make business decisions.

Job Description & Job Evaluation

• Confirms job requirements in the current job description with concerned Department Managers and obtains additional information useful in building up a “candidate profile” to attract the right people.

Stakeholder Management

• Establishes and maintains effective relationships with local and international recruitment agencies and newspapers required to meet EMARAT’s business and operational objectives.
• Represents EMARAT vis-à-vis job fairs and other related functions in search of suitable candidates to Emarat.
• Works effectively, proactively and with urgency across EMARAT and externally to ensure the delivery of joint services/results that meet EMARAT’s interests, and for knowledge sharing.

People Management

• Motivates staff and empowers direct reports by providing the necessary tools and support required to support Section goals and objectives.
• Establishes clear direction, prioritizes tasks, assigns, and delegates responsibility and monitors the workflow of the Section.
• Builds opportunities for staff to suggest, participate in and contribute to improvement, innovation and knowledge sharing initiatives.
• Provides guidance and ensures that the Section members comply with EMARAT’s policies, processes, practices and systems.
• Ensures proper target setting and staff performance management in line with EMARAT performance management guidelines.

Qualifications:

• Good knowledge in talent acquisition recruiting, selection, and brand employment strategies
• Bachelor’s Degree in Human Resources, Business Administration, or equivalent
• HR Certification from a recognized HR Association is preferred (e.g. CIPD, SHRM, HRCI)
• A minimum of 8 years’ experience within HR with at least 3 years’ experience in a managerial role
• Excellent communication skills and fluent in Arabic and English
• Strong analytical skill
• Team leadership in a multicultural work environment
• Goal/Action oriented
• Planning & Organising
• People Management
• Problem Solving and Analysis