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Manpower Planning & Recruitment:
Lead the manpower planning process in close coordination with other internal stakeholders, with a view to rationalize resource utilization and support the business in meeting its efficiency and cost targets
Develop an effective and systematic recruitment culture (processes, practices, and awareness on all levels, including recruitment teams, line managers and management).
Deliver recruitment operational results against agreed operational SLA’s and KPI’s. Those would include, but not be limited to, time-to-hire, quality of hire and cost of hire.
Create sustainable and cost-effective talent sourcing strategies supporting the business, with new creative ways for directly sourcing candidates as well managing a preferred supplier list of agencies.
Work with the hiring managers to ensure completeness and accuracy of job descriptions, role briefings and key expectations of roles towards focused talent searches.
Provide strong relationship management and interfacing between the recruitment team, hiring managers and management, providing periodic hiring status reports and advice on creative sourcing strategies.
Work with the recruitment team and hiring managers to improve and embed best practices to maximize efficiency and improve the number of highly suitable applicants.
Build strong business relationships with hiring manager(s) to continue to provide best-in-class recruitment solutions by understanding current and future hiring needs and responding quickly with the right action plans.
Through the recruitment team, provide regular and accurate reporting on recruitment metrics and detailed candidate tracking to hiring managers, stakeholders and senior management, ensuring 100% data accuracy.
Improve on reporting system and structure as and when needed to accommodate the business and build consistency.
Provide strong leadership to the front-line recruitment team in their day to day functioning.
Direct, monitor and improve the recruitment team’s operational delivery and ensure that the operational SLA’s and KPI’s are met.
Training & Development:
Drive the learning and development activities including Training need analysis, training plans, policies, and scorecards.
Prepare training calendars and conduct training programs (technical & behavioral) with internal and external trainers.
Develop and implement leadership development programs that are aligned with the company's desired culture and expectations.
Design and implement company-wide plans for career development of employees including creation of IDP’s for high-potential employees, and clear strategies to identify and manage low performers.
Design and implement a company-wide succession planning process. This would include identification of critical/high risk roles, developing risk mitigation strategies for those roles and creating clear career paths for possible successors.
Document learning analytics in order to measure the return on investment on learning.
Source low-cost/free high-quality training opportunities to reduce overall cost.
Performance Management:
Develop an effective performance management (PM) culture. This includes designing, communicating and implementing an objective PM system that continually measures and rewards performance
Implement PM cycles, including KPI/KRA setting, periodic reviews and performance rating calibrations.
Implement the talent assessment and succession planning process
Ensure the completeness and accuracy of the company's competency framework (technical & behavioral), and embed it in various talent management practices
Create the needed tools and actions to retain the company's high-potential employees and provide consultation and assistance to the leadership team on how to manage it.
Develop effective linking between compensation and performance.
Employee Engagement and Retention:
Create a comprehensive and sustainable employee engagement and retention strategy.
Work with senior leaders and management to develop strategies and demonstrable links between engagement and their strategic goals.
Conduct periodic company-wide employee engagement surveys.
Create and/or edit tools, training materials, and resources to help leaders successfully build action plans based on survey results.
Create an effective communication plan and provide content for various communication drivers.
Identify and address issues and solutions related to employee engagement.
Deliver an exceptional Induction Program that starts with the on-boarding experience to new hires, building an immediate strong positive impression and aiding in long-term retention. This includes developing an effective employee guide, consistent new-hire orientation, and smooth on-boarding for expat hires.
Analyze employee turnover, satisfaction and engagement levels and develop an action plan to enhance turnover rates.
Conduct social activities that contribute to overall employee engagement.
Education Qualification:
Bachelor's degree in management or business administration
MBA (desired but not mandatory)
HR certifications (strongly desired but not mandatory).
Experience:
8 to 10 years of relevant experience in HR with specific focus on recruitment, training & development and performance management.
Experience in IT recruitment is mandatory. The candidate should have held a front-line recruitment role involving sourcing, screening, interviewing, offer negotiation etc.
Recruitment team management experience is mandatory.
Training and development experience in IT industry is a plus but not mandatory. Industry experience in knowledge-based industries is mandatory.
Within T&D, the candidate should have experience in identifying training needs, developing and implementing training calendars and implementing a performance management system.
Experience in implementing succession and career planning activities is a plus.
Job Details
| Date Posted: | 2017-01-29 |
| Job Location: | Amman, Jordan |
| Job Role: | Human Resources and Recruitment |
| Company Industry: | Information Technology |
Preferred Candidate
| Career Level: | Management |
| Degree: | Bachelor's degree |
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