Job description
Key Responsibilities
1. Talent Acquisition & Strategy
Design and execute comprehensive recruitment strategies to attract top-tier talent across technical, operational, and leadership functions.
Partner closely with hiring managers to understand team needs, define role requirements, and build targeted sourcing pipelines.
Oversee the full recruitment lifecycle-from sourcing, screening, and interviewing to offer negotiation and onboarding.
Enhance our employer branding initiatives to position the company as an employer of choice across target markets.
Monitor key recruitment metrics (e.g., time-to-fill, cost-per-hire, source effectiveness) to continuously optimize our hiring processes and candidate experience.
2. Project & Stakeholder Management
Lead strategic HR projects (e.g., performance management rollouts, compensation reviews, diversity and inclusion initiatives, or HRIS implementations) from inception to completion.
Apply structured project management methodologies (defining scopes, timelines, milestones, and deliverables) to ensure successful initiative execution.
Build and maintain strong relationships with executive stakeholders, department heads, and external partners to align HR strategies with broader business goals.
Act as a change management champion, facilitating smooth transitions and adoption of new HR policies, tools, and workflows across the organization.
Facilitate regular stakeholder alignment meetings, providing clear progress reports, risk assessments, and data-driven insights.
3. Team Leadership & Continuous Improvement
Mentor and support junior HR team members or recruitment coordinators where applicable.
Stay abreast of industry trends, employment laws, and best practices in HR management and talent acquisition.
Drive continuous improvement across all HR operations to ensure compliance, scalability, and high employee satisfaction.
Qualifications & Requirements
Education: Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. (HR certifications such as SHRM-CP, SHRM-SCP, CIPD, or PMP are a strong plus).
Experience:
Minimum of 8 years of progressive HR experience, with a heavy emphasis on end-to-end talent acquisition.
Proven track record in managing complex HR projects or organizational initiatives with multiple stakeholders.
Skills & Competencies:
Exceptional stakeholder management and interpersonal skills, with the ability to influence and build consensus across all levels of leadership.
Strong project management capabilities (organization, risk management, timeline tracking, and execution).
Deep understanding of modern sourcing techniques, applicant tracking systems (ATS), and recruitment marketing.
Excellent written and verbal communication skills, with high emotional intelligence and discretion handling confidential data.
Data-driven mindset with proficiency in utilizing HR metrics to inform strategy.