Lead, Talent Acquisition at Airtel

Job Description

• Overall responsibility for Airtel Nigeria manpower planning process of attraction and retention of best-fit talents in line with Airtel’s Human Resources and Talent Management Strategy in order to equip the organization with high caliber talents that will drive and achieve current and future Airtel Nigeria objectives.

Responsibilities

Effective Implementation of talent sourcing strategies:

• Assist in the development of a recruitment strategy. This may include utilizing the best-fit communication and recruitment channels for various cadres of roles, Talent Planning etc.
• Manage the recruitment process and life cycle, including initial assessments, interviews.
• Use social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs. 
• Work with internal teams and hiring managers to assist with recruitment efforts.
• Identify and source appropriate talent for current open roles within the organization.
• Identify future talent needs and proactively recruiting and sourcing; develop talent pool.
• Provide recruitment counsel and guidance to hiring managers and HR professionals with hiring and employment data. May develop specialized or competitive intelligence and research in regard to talent development or retention. 
• Develop and manage relationships with third party recruitment agencies.
• Ensure effectiveness of e-recruitment portal.
• Manage the entire Young Leaders & Graduate Programs.

Improved Employer Brand perception:

• Effective relationship management with educational and professional institutions, recruitment and placement agencies.
• Liaise with National Youth Service Corps (NYSC) and academic/professional institutions to ensure Airtel Nigeria is positioned as an employer of choice.

World Class On-Boarding Program for new appointees:

• Facilitate Airtel Nigeria Induction program.
•  Co-ordinate resource requirement for new appointees.

Recruitment OPEX optimization:

• Implement the most cost-effective recruitment channels for various roles • Continuously monitor recruitment OPEX and productivity margin.

Talent Competency Assessment:

• Coordinate the deployment of competency based assessment tools (e.g. Assessment Centre, Occupational Personality Questionnaire) for internal and external recruitment.

Qualifications

• Must have at least 5-8 years of comprehensive recruiting experience with demonstrated experience in high volume recruiting.
• Bachelor’s degree in human resources, Business, or a related field required.
• A professional qualification of CIPMN, CIPD, SHRM.
• Knowledge of full lifecycle recruiting process.
• Demonstrated knowledge of applicable laws and regulations, and general human resources policies and procedures.
• Demonstrated track record in varied recruiting process improvement methodologies is preferred.