Job Title: Senior Talent Acquisition Specialist
Organization: Sheer Logic Management Consultants (SLMC)
Duty Station: Kampala, Uganda
Reports to: Head, Talent Acquisition, Kenya & East Africa
About US:
Sheer
Logic Management Consultants (SLMC) was incorporated in 1997 as a limited
liability company whose overall aim is to provide Human Resource consultancy
and training services to a diverse set of industries and economic sectors; both
private and public. Our client, a well-established Bank in Africa.
Logic Management Consultants (SLMC) was incorporated in 1997 as a limited
liability company whose overall aim is to provide Human Resource consultancy
and training services to a diverse set of industries and economic sectors; both
private and public. Our client, a well-established Bank in Africa.
Job Summary: The Senior Talent Acquisition Specialist will be
responsible for developing appropriate Talent Acquisition strategies and
managing the end-to-end talent acquisition process to deliver agreed targets
for roles within assigned business areas, ensuring that the right candidates
are recruited, at the right time, at the right price.
responsible for developing appropriate Talent Acquisition strategies and
managing the end-to-end talent acquisition process to deliver agreed targets
for roles within assigned business areas, ensuring that the right candidates
are recruited, at the right time, at the right price.
Key Duties and Responsibilities:
1. Targets, budgets &
governance:
governance:
- Guide the business on talent acquisition
planning (first principles); - Agree and deliver direct sourcing and cost
saving targets; - Deliver the budgeted resource plans for roles
within assigned business areas; and - Ensure compliance with relevant operational
and people risk controls, and employment legislation.
2. Needs Definition:
- Translate business objectives into talent
acquisition plans and strategies, closely aligning them to the broader
talent acquisition and talent development agenda; - Carry out structured business needs
discussions with hiring managers before candidate search commences,
identifying the key role and candidate requirements, and agreeing the
sourcing and selection strategy, SLA and respective roles and
accountabilities, updating the JR accordingly; - Agree sourcing and administration needs with
Talent Acquisition Coordinators;
3. Sourcing, Selection
and Hiring:
and Hiring:
- Design and deliver innovative sourcing
strategies and solutions to meet business growth needs and generate
diverse pools of applicants whilst closely controlling cost bases; - 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 the very best candidates using a variety of channels that are
aligned to and effectively communicate the employer brand; - Advise hiring managers on which candidates to
progress to the next stage, ensuring the right decisions; - Ensure all required approvals are obtained
before offers are made; - Support the IM Operations team in managing
exceptions requests for international moves, as required; and - Ensure pre-employment checks are completed in
line with global minimum standards, managing any discrepancies or delays
with the vendor, candidate or hiring manager (as appropriate.
4. Employer Brand and
Employer Value Proposition:
Employer Value Proposition:
- Ensure the employer brand is fully leveraged,
and embedded in talent acquisition touch points (including candidate and
vendor interactions), ensuring full understanding and alignment by Hiring
Managers and HRRMs to deliver consistency of message and optimal candidate
experience; - Deliver full compliance to employer brand
governance process.
5. Relationship
Management: Pathological and infectious collaboration with
colleagues, candidates, customers and suppliers, building sustainable
relationships, setting and managing expectations clearly, identifying and
resolving the root cause of any issues and escalating as required.
Management: Pathological and infectious collaboration with
colleagues, candidates, customers and suppliers, building sustainable
relationships, setting and managing expectations clearly, identifying and
resolving the root cause of any issues and escalating as required.
Qualifications, Skills and Experience:
- The applicant should possess in-depth
experience of in house recruitment at a strategic level; - Previous exposure and experience in an
international professional services / banking environment; - Demonstrable knowledge of banking /
divisions. - Working knowledge of HR databases (e.g.
PeopleSoft); - Commercial experience (in-house or search
firm) of retained search and selection, or contingency and multi-channel
recruitment, with a successful track record in management level job
filling within a complex recruitment model / environment; - Ability to multi task in a busy environment;
- Broad knowledge and understanding and
experience of developing sourcing strategies and managing multiple
recruitment channels; - Sound communication and influencing skills;
- Good networking skills.
How to Apply:
Applications
quoting the position title ‘Senior Talent Acquisition Manager’ with detailed CV
(Word Format), with contact details of 3 referees (1 of which should be
immediate, 1 former supervisor and any other) should be submitted to: [email protected].
quoting the position title ‘Senior Talent Acquisition Manager’ with detailed CV
(Word Format), with contact details of 3 referees (1 of which should be
immediate, 1 former supervisor and any other) should be submitted to: [email protected].
Deadline: 23rd May, 2016.
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or find us on our facebook page https://www.facebook.com/UgandanJobline