Human Resource Business Partner at The Concept Group

Scope and Impact

• The Human resource Business Partner will be grossly responsible for the effective staffing of the group by assessing, planning and reviewing the structure and staffing needs of individual departments and teams, constantly optimizing them to meet the business needs of the organization.
• The Human Resource Business Partner (HRBP) is responsible for ensuring that all manpower requisition, recruitment policies and procedures as well as departmental structures throughout the organization fit the needs, goals, and aims of individual departments and entire organization.
• He/she will understand and interpret all operations within each department and ensure that the required structures and resources are put in place to achieve set objectives. He/she will be responsible for mapping and strategizing and evaluating the manpower of the company, planning the departmental structures and ensuring all approved structures are fully optimized and functional.

Responsibilities

• Consult with hiring managers to develop and execute compelling recruitment strategies and tactics to source, screen and select a highly talented and diverse workforce in an efficient, cost effective and timely manner.
• Carry out periodic reviews of all department’s structures to ensure they are in line with the business trend and objective
• Develop and implement a progressive sourcing strategy tailored to each individual department, to increase diverse talent acquisition and retention.
• Create and drive unique, innovative recruitment plans to build a continuous pipeline of applicants per available/future needs of each department, as well as maintain a healthy talent pool for replacement needs.
• Design and effect standardized and well-structured succession and replacement plans to continuously meet the manpower needs of each department
• Analyze the recruitment process to identify efficient and improvement opportunities and periodically provide.unit’s activity report for management.
• Analyze recruitment trends and activities per department and periodically provide reports to management based on findings and recommendations .
• Analyze the recruitment process to identify efficient and improvement opportunities and periodically provide unit’s activity report for management.
• Overseeing recruitment efforts and teams; remaining current on trends and innovative recruitment techniques in order to compete in market and within industry.
• Analyzing recruitment trends for attracting the best talent through researches and leveraging on acquired data to build and expand metrics that measure effectiveness
• Design competency frameworks for all new roles co- identified with line managers
• Ensure all compensation structures for new/vacant roles are benchmarked
• Oversee the Talent Acquisition unit’s procedures and team members, strategizing measures and tactical approaches to improve the organization’s employment life-cycle
• Ensure and take charge of brand employee awareness that enhances attracting best candidates.
• Oversee the Talent Acquisition unit’s procedures and team members, strategizing measures and tactical approaches to improve the organization’s employment life-cycle
• Develop and implement a progressive sourcing strategy to increase diverse talent acquisition and retention.
• Create and drive innovative recruitment method to build a continuous pipeline to reach passive job seekers and to source difficult to fill positions.

Requirements

• At least 3-5 years post-graduation experience with cognitive experience in full life-cycle talent acquisition.
• A Bachelor’s degree in Human Resources Management or any other related field. Additional years of relevant experience may be substituted in lieu of degree.
• Excellent knowledge of MS Office - Additional qualification and recognized professional certification (e.g. CIPD, CIPM, PHRi, SPHRi) will be a plus.