POSITION SUMMARY:
The Senior Officer, Talent Acquisition in the HR Services Department is responsible for leading the full-cycle recruitment process, with a specific emphasis on developing and executing strategies to attract, hire and retain top emerging talent through our internship / early career programs. This role involves supervising the officer, talent acquisition, collaborating with department heads to all hiring needs, and ensuring all hiring practices align with the company’s goal and compliance. The position will be the primary point of contact for university partnerships and program development.
The Senior Officer, Talent Acquisition will also assist in ensuring that the employment process includes the integrity of the Human Resources Information System (“HRIS”) and employee data, including the filing of employee records, in whatever form, mainly focusing on administrative functions relevant to recruitment and onboarding.
PRIMARY RESPONSIBILITIES:
Talent Acquisition Operations
1.Oversee the end-to-end recruitment process for assigned roles, including job posting, sourcing, screening, interviewing, offer management and onboarding.
2.Ensure all recruitment and hiring practices are based on the standards set by the company policies and compliance.
3. Coordinates all recruitment and selection activities (e.g. processing applications, updating recruitment activity, spreadsheets, preparation of recruitment collaterals, coordinating the scheduling of interviews, liaising with line managers and recruitment agencies or Talent Acquisition regarding vacancies).
4. Lead and mentor the team, providing guidance, coaching, and performance evaluations to ensure departmental KPIs are met.
5. Maintains and updates the Recruitment Dashboard and property vacancies.
6. Exhibits good relationship with the recruitment’s external vendors including timely processing of payments and maintaining up to date contracts.
7. Maintains job advertisements thru internal and external sources.
8. Collaborates with the appropriate resources for the completion of any HRIS projects and acts as a subject matter expert on HRIS Recruitment.
Internship Program Management & Strategy
1. Develop, implement, and refine the overall strategy for the company’s internship/ early career programs.
2. Build and maintain strong relationships with universities, colleges, and relevant external partners to create a sustainable talent pipeline.
3. Organize and participate in campus recruitment events, job fairs, and networking activities.
4. Forecast future workforce needs related to entry level and internship positions in collaboration with Senior Management and Department Heads.
5. Conducts the end-to-end recruitment process for internship roles, including job posting, sourcing, screening, interviewing and onboarding.
6. Act as the point of contact of interns to address company related concerns, program development and completion.
Candidate Experience & Branding
1.Ensure a positive and professional candidate experience for all applicants, from initial contact up to onboarding.
2.Lead employer branding initiatives to position the company as an employer of choice, among students, newly graduates and talent pool from the market.
3. Coordinate with the department heads to ensure a smooth transition of internship program to offer direct hire opportunity up to the new hire onboarding process.
Administrative & Reporting
1.Reviews the encoded data and the generated reports by the Officer, Talent Acquisition to ensure the accuracy of information.
2.Ensures that the employment-related reports are met according to organizational requirements.
3.Documents processes and procedures related to recruitment process in HRIS.
4.Performs tasks that may be assigned from time to time.
QUALIFICATIONS:
I. Experience
1. At least five (5) years of experience in recruitment, onboarding and relevant Human Resources data management, or related fields.
2. Proven experience specifically managing internship or early career programs is a strong advantage.
II. Education
Bachelor’s degree in Psychology, Human Resources, Business Administration, Social Studies, or any related field of study.
III. Skills / Competencies
1.In-depth knowledge of full-cycle recruitment processes and best practices.
2.Knowledgeable on prevalent recruitment strategies and practice in the industry.
3.Able to work with high volume recruitment.
4.Team player, with good organizational or work management skills.
5.Understands or is familiar in crafting policies and procedures
6.Strong attention to detail with less supervision.
7.Good oral and written communication skills
8.Familiarity with Applicant tracking System (ATS), and the HR module of any Enterprise Resource Planning (ERP) system and other recruitment software//tools.