Majid Al Futtaim Hiring for Talent Acquisition Manager Job at Dubai Full Time

Role Purpose:

The role of the Talent Acquisition Manager will partner with the business leaders and hiring manager to assess their talent needs and advise on the best hiring strategies. This role will support GS TA Shared Service Delivery model in managing activities pertaining to Talent Acquisition across the business line.

Role Details – Key Responsibilities and Accountabilities:

• Leads the recruitment process and provide hiring managers direction on recruitment trends, best practices, compliance to regional regulatory requirements, and benchmark comparisons.
• Responsible for the preparation and presentation of manpower planning in collaboration with senior management and oversees its management making necessary shifts in allocation to accommodate recruitment needs.
• Partner with the business to understand key talent objectives, and ensure systems, processes and mechanisms align and enable organization talent goals
• Provide data and summarized reports of key metrics to practice area leadership in operational meetings to help inform on future resource needs, skill mix, demand considerations, etc.
• Lead strategy sessions and provide effective advising services and thought leadership in recommending solutions that build on business, functional strategic drivers, business managers and employees using full knowledge and understanding of market and industry norms and practices.
• Facilitate leadership planning, and operational workforce planning exercise to support internal hire rate and support the overall Talent Development Strategy.
• Understand and guiding the business about the talent pool, creating JDs, market intelligence, identifying right vendors, streamlining recruitment process, negotiation, onboarding, and employer branding.
• Build and maintain relationships with centers of excellence and internal teams (Rewards, HR Business Partners, etc.) to ensure hiring managers and candidates experience a best-in-class recruiting experience
• Work with the Total Rewards function to obtain current market compensation and competitive benefits and pay data, job description approval.
• Deliver on-going reports after tracking the results, impacts, and cost-effectiveness of the current recruiting strategies to identify trends and adjust the recruiting strategies in order to optimize the impact of the recruiting team.
• Play an analytical role to deliver on-going reports after tracking the results, impacts, and cost-effectiveness of the current recruiting strategies.
• Endeavor to strategically balance and prioritize recruiting department resources in order to meet the constantly evolving business needs.
• Collaborate with other HC department heads, regularly providing insights programs that are impacting the business inclusive of training, internal movement, career-path creation, and so forth

• Job Dimension – (E.g. Revenue & Budget size, Sales Volume etc.)
  

  Monitor and constantly reduce the costs of the recruitment process.

  Maintain the internal hire rate as established by the overall GS Talent Strategy.

  Support the BU in meeting financial targets via resource revenue generation. (hired against HC planned)

  Other Context (if applicable):
  

  Assess and create strategies to roll talent on and off long-term engagements with as little business disruption as possible.

  Continuously collaborate with HC shared services functions to align on talent related needs.

  Functional/Technical Competencies:
  

  • HR technologies knowledge
  • Process excellence knowledge
  • Demonstrate exceptional computer skills as well as proficiency in the use of MS Word, MS Excel, PowerPoint, and Outlook

  Personal Characteristics and Required Background:
  

  Skillset (job specific technical skills and behavioral competencies needed)

  • Excellent communication skills in English, Arabic preferred.
  • Strong interpersonal, relationship building, influencing, and conflict resolution skills
  • Excellent organizational and time management skills Strong technical acumen and have a data-driven approach to recruitment strategy formulation and decision-making.
  • Ability to multitask, has the ability to prioritize and meet tight deadlines, have exceptional problem-solving skills, and demonstrate composure in times of uncertainty and stress, inspiring the same in his juniors.
  • A commitment to inclusion and diversity, and openness to new ideas and perspectives

  Minimum experience
  

  • Must have had at least 8-10 years in working experience in a recruiting position, preferably as a senior recruiter in a highly competitive and dynamic environment.
  • Proven and successful experience leading a high-performing recruiting team for a business, resulting in the acquisition and retention of top talents in the market.
  • Experience working with full cycle recruiting as well as have a broad understanding of general HR requirements, preferably recruitment in the Middle East.

  Minimum Qualifications/education
  

  • Bachelor’s degree in Human Resources, Business Administration, or any other related field. An equivalent of the same in working experience is also acceptable