Recruitment Specialist at Aldelia Limited

Job Description

Strategic Sourcing and Talent Pipeline Development

• Build and maintain segmented talent pools for technicians, project managers, vehicle assemblers, plant operators, agronomists, sales and dealer managers; proactively engage passive talent through targeted campaigns and talent CRM nurture sequences.
• Establish and manage campus, trade school and apprenticeship partnerships; sponsor bootcamps, hackathons and technical competitions to attract specialist pipelines.
• Run market mapping and competitor poaching initiatives for senior and niche technical roles to shorten search timelines.

End-to-End Recruitment Operations and Selection Excellence

• Standardize requisition intake, role profiles, competency matrices and interview scorecards across business units; enforce structured interview training for hiring managers to reduce bias.
• Design and operate practical assessment centres, trade tests and on site simulation exercises that reflect real job demands and predict first 90 day performance.
• Manage offer negotiation, background checks and on boarding handover with Employee Services to ensure a seamless candidate experience and rapid time to productivity.

Volume Hiring and Seasonal Capacity Planning

• Deliver scalable contingent and permanent hiring models for peak construction seasons, assembly ramp ups and harvest cycles.
• Coordinate multi site recruitment campaigns, on site assessments and mass onboarding events.
• Design fast track hiring workflows for urgent plant or dealer hires with SLAs.

Employer Brand and Candidate Experience

• Create differentiated employer value propositions for each vertical and run multi channel campaigns (social, trade publications, dealer networks) to enhance attractiveness in technical markets.
• Measure and continuously improve candidate experience and process feedback loops, closing out critical pain points within defined SLAs.
• Leverage employee referral programmes and alumni networks to increase quality, reduce cost per hire and accelerate hiring velocity.

Metrics, Analytics and Continuous Improvement

• Maintain recruitment metrics dashboards (time to fill, quality of hire, cost per hire, source effectiveness).
• Run continuous improvement initiatives, reduce bias, improve selection fairness, and optimise recruitment funnel conversion.
• Manage vendor panel, negotiate agency SLAs and ensure value for money.

Governance, Compliance and Data Management

• Ensure hiring compliance with labour laws, work permits, background screening and diversity targets.
• Maintain candidate data privacy and ATS hygiene; own CV bank and talent CRM governance.
• Deliver regular candidate experience surveys and implement feedback loops.

Stakeholder Partnership and Capability Building

• Act as a trusted advisor to business unit leaders on workforce strategy, role design and market pay benchmarking; partner with L&D to convert recruitment funnels into development cohorts.
• Train hiring managers on competency based hiring, inclusive interviewing and calibration to improve selection outcomes.
• Run quarterly recruitment reviews with HR leadership and business heads to align priorities, reprioritise critical pipelines and allocate resources.