Senior Talent Acquisition Executive

Job Purpose:

The Senior Talent Acquisition Executive is responsible for the efficient sourcing, selection, and onboarding of high calibre candidates within their specific divisions adhering to the preferred specifications set out by the business. Senior Talent Acquisition Executive will partner with the business function heads on their respective division’s recruitments, and the role will take ownership for the approved manpower recruitment budgets and strategies based on their assigned divisions.

Roles and Responsibilities:

Review the approved budget with the Senior Talent Acquisition Manager and drive the hiring process accordingly.

Adhere to the (BU) approved salaries and benefits grid set for each position.

Determine sourcing strategies to reach the widest pool of applicants possible.

Advertise vacancies using Oracle recruitment cloud and approved external resources. (Social media channels and other platforms).

Conduct pre-screening, short listing and selecting of potential applicants.

Carry out interview process as per Al Tayer Group interview and selection policy and procedures.

Co-ordinate and manage the post interview feedback with department hiring manager.

Conduct reference checks on all suitable candidates in compliance with company policy.

Co-ordinate selection tests and assessments with departmental hiring manager.

Ensure policies and procedures are followed to seek approvals and any exceptions required.

Ensure only the approved communication templates are being used for candidate interaction.

Regular meetings with department heads and Senior Talent Acquisition Manager to review hiring forecasts, expected new openings, new joiners, critical role pipelines and always take a consultative approach to the business.

Ensure you support the Onboarding Administrators with ensuring a smooth onboarding experience for all candidates.

Build a strong working relationship with HRSS.

Candidate Management.

Effectively communicate with all candidates making sure all unsuccessful candidates are informed once the position is closed.

Build strong professional relationships with potential candidates in the market.

Actively engage in sourcing industry professionals to build a talent pipeline, for the high turn-over, specialist and critical roles.

Ensure Job Descriptions are provided to candidates prior to interviewing with the Hiring Managers.