Group Talent Acquisition & Employer Branding Manager

Job Description

• Develop a creative and pro-active approach to identify local talents and build awareness of CHG in the marketplace as an employer of choice for local talents.
• Deliver innovative and best practice recruitment and onboarding solutions by keeping abreast of market changes and suggesting and developing changes to processes, practices and policy.
• Ensure providing line managers with required information for formulating short, medium and long term, manpower plans to fulfill manpower requirements and oversee the consolidation of plans across CHG to develop a list of job openings aligned with business requirements.
• Manage the development and implementation of recruitment systems and processes in alignment with hospitals HRBP’s in-order to minimize HR efforts exerted and recruiting cycle time.
• Ensure the implementation and ongoing development of all sources of candidates’ applications (agents, social media, website, etc...) to encourage fair and equitable employment opportunities.
• Oversee the on-boarding process to ensure the efficiency of all joining formalities and that the required orientation programs are provided in an effective manner.
• Maintain solid relationships with external stakeholders (such as recruitment search firms, headhunters, universities, and other specialized sources) in order to source “top-talent” potential candidates.

Job Requirements

• Bachelor’s degree in Business Administration, Management or any related field. Post-graduate qualification in a relevant HR field can be an advantage
• 10-12 years relevant experience in Human Resources, Ideally in Talent Acquisitions, Employer Branding and Diversity practices.
• Experience in designing, implementing, and managing best-in-class talent acquisition strategies.Experience in full-cycle recruiting, sourcing and employment branding.
• Demonstrable experience in utilizing social media channels to enhance sourcing strategies.
• Strategic Workforce Planning, Resource forecasting, scheduling, and work allocation experience.
• Understanding of the wider HR agenda and its impact on Talent Acquisition and vice versa.