Team Lead, Talent Acquisition and Manpower Planning at Alfred & Victoria Associates

Location: Port Harcourt, Rivers
Department: Human Resources

Job Summary & Purpose

• The Team Lead of Talent Acquisition and Manpower Planning is in charge of planning, managing and overseeing talent acquisition and recruitment processes and strategies for the HR Team
• This position is responsible for designing and implementing initiatives to attract, assess, develop and retain talent in the organisation
• You will be expected to develop a recruitment philosophy and the start identify the key elements of a structured and robust recruitment process from manpower planning to on-boarding of new hires
• The role will focus on recruiting the right talent and partner with HR business partners and stakeholders in the business to identify their manning gaps and develop a process to ensure a continuous pipeline of hireable names to key roles in the organisation
• To be successful in this role you should be able to develop long term recruiting strategies to create a strong talent pipeline for the organisation’s current and future hiring needs.
• Reports to: HR Manager
• Direct reports from: HR Business Partners, CEO’s and Heads of Business Learning and Development Recruitment
• Internal Relationship: Business Units heads/Finance / Admin HR
• External Relationship: Recruitment Agencies Industry Associations

Responsibilities

• Diagnose and determine employee needs by engaging the strategic business units (SBUs) to determine their talent needs and the required time to fill vacancies.
• Conduct analysis of hiring needs and prepare annual manpower plan Develop a sustainable and efficient talent acquisition and hiring plan and strategy.
• Implement the talent acquisition strategy to improve recruitment and business performance
• Undertake workforce planning and resource forecasting by working with the resourcing team to feed into recruitment timelines.
• Communicate with external sources e.g. peer organisations to ascertain trends in recruitment and markets that may impact the business
• Develop and implement a strong and robust internal recruitment process
• Anticipate the organisation’s future needs and work with stakeholders to advice on recruiting tactics that will help sustain the organisation’s success.
• Develop and retain a diverse talent acquisition team.
• Manage and deliver reports and data when required.
• Drive end to end talent recruitment exercises, advert placements, sourcing, screening, scheduling, testing (for entry level recruits), interviewing, offer and benefits negotiation and culture questions.
• Specify skills, knowledge, and attitude that inform job profiles.
• Lead, supervise and oversee recruitment panel members.
• Design, plan and execute selection processes (conduct interviews and screening calls, administer psychological tests etc.)
• Create and maintain a robust end-to-end on-boarding process and deliver day-one readiness
• Review employment applications and background check reports.
• Identify and remedy gaps in the recruitment process.
• Perform candidate and employee satisfaction evaluations.
• Plan and implement procedures for improving employee experience.
• Suggest measures for improving employee retention.

Key Performance Metrics
Sourcing:

• No. of qualified candidates in the pipeline.
• No of qualified candidates per opening.
• Pipeline growth.

Hiring:

• Cost per hire
• No. of vacancies positions filled
• No. of hires to goal(how well hires are able to meet organisational objectives)
• Diversity of talent pool/distribution.
• Early attrition rate.
• Top performer retention.

Interviewing:

• No. of candidates with relevant experience.
• No. of offers made.
• Percentage of offers accepted.

People Development:

• Time to full productivity following on-boarding (measuring effectiveness)
• Training spend.
• Career path ratio.

Customer Service:

• Internal satisfaction survey minimum of 85%
• Culture fit survey
• Job satisfaction survey minimum score of Customer satisfaction survey(Hiring manager satisfaction)

Communication:

• Employee engagement rate.
• Internal satisfaction survey.

Academic Qualifications

• Bachelor's Degree in Human Resources, Business or related field required. Master's Degree in MBA, Psychology, and Organizational Behavior will be an advantage

Professional Qualification:

• CIPM,CIPD, SPHR, SHRM Certifications and/or experience in learning management systems and talent management assessments preferred.

Experience:

• 6-8 years experience as an HR Generalist or Talent Acquisition and/or other HR related experience preferred.
• 2 years of partnering with HR and business leaders to develop pragmatic solutions.
• Management Experience: 5 Years of experience in managing HR Teams

Key Skills and Competencies:

• The Team Lead of Talent Acquisition and Manpower Planning must have commercial and analytical know how with strong communication and supervisory skills
• This person must be strategic and confident in building relationships with employees at all levels.

Must be proficient in the following:

• Above average verbal (public speaking) and written communication skills e.g. report writing.
• Experience in managing an HR team with a strong understanding of talent acquisition.
• Pushing talent acquisition change initiatives from both a strategic and operative level.
• Ability to be strategic and tactical when making decisions.
• Interpersonal and motivational skills; you should be capable of building relationships across the organisation.
• Increasing talent sourcing within an organisation by improving direct hiring.
• Strong planning and problem solving skills.
• Analytical and capable of collecting and interpreting data and reports to assess complex information.
• Communication and Influencing employees at all levels to support your decisions and proposed plans.
• MS Word, MS Power Point, MS Excel, MS Outlook.