Senior Specialist: People and Talent at Cellulant

JOB DESCRIPTION:

• The Senior Specialist: People and Talent is a crucial role focused on aligning the organisation's HR strategies.
• This role combines strategic HR partnership with hands-on talent acquisition responsibilities, ensuring that the company attracts and retains top talent while supporting the overall business objectives and nurturing a dynamic, inclusive workplace environment.
• This role, reporting to the Senior Principal of People and Culture, focuses on business partnering and comprehensive HR support.
• The individual will work closely with business leaders to drive HR initiatives and align them with organisational goals.
• Key responsibilities include providing full HR support, managing talent acquisition, overseeing employee onboarding, fostering employee engagement, administering and supporting HR systems, and handling employee off-boarding.
• With a requirement for a minimum of 7+ years of generalist HR experience, the ideal candidate will be instrumental in executing people strategies and ensuring the effective management of HR processes.

CORE EXPECTATIONS

• Senior Specialist level professionals are expected to take on complex HR issues and manage the talent acquisition process in collaboration with relevant People team members and business leaders.
• They should have a deep understanding of HR strategies, labour legislation, and recruitment processes.
• They should be capable of handling day-to-day HR responsibilities, leading talent acquisition processes, managing employee relations, and contributing to HR projects with some guidance and oversight. Their work is focused on HR business partner and talent acquisition, working with the senior principal, People and Culture, to advise senior management on HR practices and strategies that align with organisational goals.

People Partnering and HR Advisory

Employee Onboarding and Offboarding

• Onboarding: the role holder will oversee the onboarding process for new hires, including preparing onboarding materials and schedules, scheduling orientation sessions and ensuring a smooth onboarding
• Offboarding- The role holder will manage the offboarding process for departing employees, including conducting exit interviews, processing final paperwork and ensuring the return of company property
• Documentation- Ensure all onboarding and offboarding documentation is completed accurately and in a timely manner
• Preparation for New Hires: Ensure new hires have the necessary work tools (building access, laptops, etc.) from day one.
• Screening and Background Checks: Collaborate with the recruitment team for new hire screening, ensuring compliance and suitability.
• Onboarding Documentation: Timely release of onboarding documentation and schedule to facilitate a smooth start for new employees.
• Employee Benefits Administration Support: Assist in the administration of employee benefits, ensuring accuracy and timeliness.

Employee Off-boarding

• Off-boarding Documentation: Maintain comprehensive records for existing staff, including resignation and clearance documentation (this shall include exit interviews as appropriate).
• System Termination: Ensure departing employees are removed from all systems and databases.

HR Systems Administration and Support

• HRIS Records Maintenance: Keep employee records in HRIS up-to-date, including personal details and official documents.
• HR Support: Provide first-line support on HR matters such as leave, sickness absence, and other administrative activities.
• HR Administrative Procedures: Contribute to the efficiency and effectiveness of HR administrative processes.
• Employee Benefits Administration Support: Assist in the administration of employee benefits, ensuring accuracy and timeliness.

Employee Off-boarding

• Off-boarding Documentation: Maintain comprehensive records for existing staff, including resignation and clearance documentation (this shall include exit interviews as appropriate).
• System Termination: Ensure departing employees are removed from all systems and databases.
• Clearance Guidance: Offer support and guidance throughout the clearance process, ensuring compliance and completion before final dues release.

Talent Acquisition

• In-House Recruitment Portfolio Management: In conjunction with the senior principal and the talent acquisition partner, I take charge of a busy in-house recruitment desk that caters predominantly to the recruitment needs of Nigeria and the West African markets.
• Service Multiple Business Units: Work closely with Senior Principal People and Culture and hiring managers across various business units to understand and fulfil their hiring requirements.
• Build Talent Pipelines: Proactively build a talent pipeline to anticipate and meet future staffing needs for projects and business developments.
• Internal Mobility: Identify candidates within the company for transfers or reassignments, enhancing internal mobility and career development.

Recruitment and Sourcing:

• Develop and implement sourcing plans, identifying talent pools and gathering information on potential candidates.
• Create and publish job advertisements across various recruitment portals and social media platforms.
• Conduct branded outreach to attract top talent.
• Screen and shortlist applicants, schedule interviews, and prepare candidates for the interview process.
• Track and analyse recruitment metrics such as time-to-fill, cost-per-hire, and candidate quality to assess the effectiveness of talent acquisition strategies and make data-driven improvements.
• Participate in interviews, conduct behavioural interviews, and coordinate candidate assessments.
• Strong knowledge of recruitment tools and techniques, including applicant tracking systems (ATS) and social media platforms.
• Offer constructive feedback to candidates where appropriate, perform reference checks and background screening, and extend job offers.
• Manage all administrative tasks associated with the recruitment process