Officer, Talent Acquisition

JOB PURPOSE

The jobholder is responsible to provide with specialized talent acquisition support to ensure attracting, sourcing, and hiring talents to support Borouge’s strategic objectives and growth initiatives, as per the workforce plans.

The jobholder is responsible to drive strategic initiatives and projects of Talent Acquisition to ensure the HC Excellence, and smooth process and information flow among the teams and functions within the Human Capital and various stakeholders.

This role includes; leading recruitment efforts for key technical and leadership positions, developing talentpipelines, and ensuring a seamless candidate experience.

KEY ACCOUNTABILITIES

Strategic Planning & Talent Mapping

 Develop and execute talent acquisition strategies aligned with the organization’s long-term goals and workforce planning initiatives.

 Conduct regular workforce planning sessions with department heads and HR leadership to identify current and future talent needs.

 Collaborate closely with hiring managers and department heads to understand talent needs, define job requirements, and develop comprehensive recruitment strategies aligned with business objectives.

 Partner with HR and Diversity, Equity, and Inclusion (DEI) teams to develop and implement strategies for attracting and retaining diverse talent, fostering an inclusive workplace culture, and promoting diversity and equity in recruitment practices.

 Analyze industry trends, market conditions, and competitor practices to inform talent acquisition strategies.

 Create talent maps for critical roles, identifying potential sources of talent and developing proactive recruitment plans.

Candidate Sourcing & Pipeline Development

 Utilize a variety of sourcing methods, including online job boards, social media, professional networks, and industry events, to identify and attract qualified candidates for technical and leadership positions.

 Proactively build and maintain talent pipelines for critical roles within the organization, anticipating future hiring needs and developing strategies to attract top talent in the polymers industry.

 Utilize a variety of sourcing channels, including online job boards, social media, networking events, and employee referrals, to attract high-quality candidates.

 Build and maintain talent pipelines for key roles, cultivating relationships with passive candidates and keeping them engaged over time.

 Leverage recruitment marketing techniques to promote the employer brand and attract candidates with the desired skills and experience.

 Implement diversity sourcing strategies to ensure a diverse candidate pool and promote inclusivity in hiring.

Candidate Assessment & Selection

 Lead the end-to-end recruitment process, including candidate sourcing, screening, interviewing, assessment, and offer negotiation, ensuring a smooth and positive experience for candidates and hiring teams.

 Conduct thorough candidate screenings and assessments to evaluate qualifications, skills, and cultural fit.

 Coordinate and facilitate interview processes, providing guidance to hiring managers on best practices for candidate evaluation.

 Develop and administer competency-based assessments and exercises to assess candidates’ job-related competencies.

 Collaborate with hiring managers to make data-driven hiring decisions, considering factors such as candidate performance, team dynamics, and organizational fit.

Candidate Experience & Employer Branding

 Develop and implement employer branding initiatives and recruitment marketing campaigns to enhance Borouge’s reputation as an employer of choice in the polymers industry, showcasing our innovative products, culture, and career opportunities.

 Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding.

 Communicate transparently with candidates, providing timely updates and feedback on their application status.

 Act as a brand ambassador, promoting the organization’s values, culture, and employer brand to candidates.

 Gather feedback from candidates and hiring managers to identify areas for improvement in the recruitment process and candidate experience.

Recruitment Analytics & Reporting

 Recruitment Analytics and Reporting: Utilize recruitment data and metrics to track the effectiveness of recruitment strategies, identify trends, and generate insights to drive continuous improvement in talent acquisition processes and outcomes.

 Track and analyze recruitment metrics to measure the effectiveness of talent acquisition strategies and initiatives.

 Generate regular reports on key recruitment metrics, such as time-to-fill, cost-per-hire, and quality of hire.

 Identify trends and insights from recruitment data, providing actionable recommendations to improve recruitment outcomes.

 Use data to forecast future hiring needs, inform budgeting and resource allocation decisions, and evaluate the ROI of recruitment efforts.

QUALIFICATIONS, EXPERIENCE, KNOWLEDGE & SKILLS

Minimum Qualification

 Bachelor’s degree in human resources, Business Administration, Psychology, or a related field is typically required.

 Master’s degree in human resources management, Business Administration, or related field, is preferred.

 Coursework in talent acquisition, organizational behaviour, or industrial/organizational psychology is an advantage.

 Fluency in English Language; written and oral.

Minimum Experience & Knowledge & Skills

 Minimum of 5 – 8 years of relevant work experience in Talent Acquisition for large-scale organization, manufacturing or industrial environment.

 Knowledge in strategizing, balanced scorecard, policies and procedures, and project management.

 Strong knowledge of recruitment best practices, sourcing techniques, and talent acquisition tools and technologies.

 Knowledge of organizational excellence, change management and company culture.

 Experience with global recruitment and familiarity with international hiring practices and regulations.

 Knowledge and experience of talent acquisition applications and solutions; i.e. Sniperhire, eRecruitment, ERP systems, etc.

 Excellent communication, interpersonal, and negotiation skills, with the ability to engage and influence stakeholders at all levels.

 Hands on Talent / Competency Assessments’ tools and techniques for various levels and disciplines.

 Proven track record of building talent pipelines, attracting top talent, and delivering results in a fast-paced, dynamic environment.

 Thorough understanding of Borouge’s end-to-end operations, markets and petrochemicals industries.

 Experience in implementing HC Projects and Best Practice in International Companies

 Exposure to work with HC Surveys, Executive Reporting, Business Performance, and Project Management.

 Solid experience in talent acquisition or recruitment, preferably in a global or multinational organization.

 Experience in technical recruitment within the manufacturing or industrial sector is highly desirable.

 Experience in a leadership or senior-level role within talent acquisition or HR, with a proven track record of driving recruitment strategies, managing projects, and leading cross-functional teams.

 Experience in recruiting talent on a global scale, including sourcing candidates from diverse geographic regions and managing international recruitment processes.

 Strong knowledge of technical recruiting practices and techniques, with experience sourcing and assessing candidates for specialized roles in engineering, manufacturing, research & development, and other technical fields relevant to the polymers industry.

 Ability to think strategically and align talent acquisition initiatives with organizational goals and priorities.

 Strong verbal and written communication skills, with the ability to effectively engage with candidates, hiring managers, and stakeholders at all levels of the organization.

 Proficiency in data analysis and reporting, with the ability to leverage recruitment metrics and analytics to drive insights and make data-driven decisions.

 Strong problem-solving abilities, with the capacity to anticipate challenges, identify solutions, and drive continuous improvement in recruitment processes and outcomes.

 Ability to collaborate effectively with cross-functional teams, including HR business partners, hiring managers, and external vendors, to achieve recruitment goals and objectives.

Professional Certifications

 Professional HR Certification: Certification from a recognized HR organization such as the Society for Human Resource Management (SHRM) or the HR Certification Institute (HRCI) is preferred; i.e. Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or Global Professional in Human Resources (GPHR).

 Talent Acquisition Certification (Optional): Certification such as the Talent Acquisition Strategist (TAS) or Certified Recruitment Professional (CRP), is an advantage.

JOB PURPOSE

The jobholder is responsible to provide with specialized talent acquisition support to ensure attracting, sourcing, and hiring talents to support Borouge’s strategic objectives and growth initiatives, as per the workforce plans.

The jobholder is responsible to drive strategic initiatives and projects of Talent Acquisition to ensure the HC Excellence, and smooth process and information flow among the teams and functions within the Human Capital and various stakeholders.

This role includes; leading recruitment efforts for key technical and leadership positions, developing talentpipelines, and ensuring a seamless candidate experience.

KEY ACCOUNTABILITIES

Strategic Planning & Talent Mapping

 Develop and execute talent acquisition strategies aligned with the organization’s long-term goals and workforce planning initiatives.

 Conduct regular workforce planning sessions with department heads and HR leadership to identify current and future talent needs.

 Collaborate closely with hiring managers and department heads to understand talent needs, define job requirements, and develop comprehensive recruitment strategies aligned with business objectives.

 Partner with HR and Diversity, Equity, and Inclusion (DEI) teams to develop and implement strategies for attracting and retaining diverse talent, fostering an inclusive workplace culture, and promoting diversity and equity in recruitment practices.

 Analyze industry trends, market conditions, and competitor practices to inform talent acquisition strategies.

 Create talent maps for critical roles, identifying potential sources of talent and developing proactive recruitment plans.

Candidate Sourcing & Pipeline Development

 Utilize a variety of sourcing methods, including online job boards, social media, professional networks, and industry events, to identify and attract qualified candidates for technical and leadership positions.

 Proactively build and maintain talent pipelines for critical roles within the organization, anticipating future hiring needs and developing strategies to attract top talent in the polymers industry.

 Utilize a variety of sourcing channels, including online job boards, social media, networking events, and employee referrals, to attract high-quality candidates.

 Build and maintain talent pipelines for key roles, cultivating relationships with passive candidates and keeping them engaged over time.

 Leverage recruitment marketing techniques to promote the employer brand and attract candidates with the desired skills and experience.

 Implement diversity sourcing strategies to ensure a diverse candidate pool and promote inclusivity in hiring.

Candidate Assessment & Selection

 Lead the end-to-end recruitment process, including candidate sourcing, screening, interviewing, assessment, and offer negotiation, ensuring a smooth and positive experience for candidates and hiring teams.

 Conduct thorough candidate screenings and assessments to evaluate qualifications, skills, and cultural fit.

 Coordinate and facilitate interview processes, providing guidance to hiring managers on best practices for candidate evaluation.

 Develop and administer competency-based assessments and exercises to assess candidates’ job-related competencies.

 Collaborate with hiring managers to make data-driven hiring decisions, considering factors such as candidate performance, team dynamics, and organizational fit.

Candidate Experience & Employer Branding

 Develop and implement employer branding initiatives and recruitment marketing campaigns to enhance Borouge’s reputation as an employer of choice in the polymers industry, showcasing our innovative products, culture, and career opportunities.

 Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding.

 Communicate transparently with candidates, providing timely updates and feedback on their application status.

 Act as a brand ambassador, promoting the organization’s values, culture, and employer brand to candidates.

 Gather feedback from candidates and hiring managers to identify areas for improvement in the recruitment process and candidate experience.

Recruitment Analytics & Reporting

 Recruitment Analytics and Reporting: Utilize recruitment data and metrics to track the effectiveness of recruitment strategies, identify trends, and generate insights to drive continuous improvement in talent acquisition processes and outcomes.

 Track and analyze recruitment metrics to measure the effectiveness of talent acquisition strategies and initiatives.

 Generate regular reports on key recruitment metrics, such as time-to-fill, cost-per-hire, and quality of hire.

 Identify trends and insights from recruitment data, providing actionable recommendations to improve recruitment outcomes.

 Use data to forecast future hiring needs, inform budgeting and resource allocation decisions, and evaluate the ROI of recruitment efforts.

QUALIFICATIONS, EXPERIENCE, KNOWLEDGE & SKILLS

Minimum Qualification

 Bachelor’s degree in human resources, Business Administration, Psychology, or a related field is typically required.

 Master’s degree in human resources management, Business Administration, or related field, is preferred.

 Coursework in talent acquisition, organizational behaviour, or industrial/organizational psychology is an advantage.

 Fluency in English Language; written and oral.

Minimum Experience & Knowledge & Skills

 Minimum of 5 – 8 years of relevant work experience in Talent Acquisition for large-scale organization, manufacturing or industrial environment.

 Knowledge in strategizing, balanced scorecard, policies and procedures, and project management.

 Strong knowledge of recruitment best practices, sourcing techniques, and talent acquisition tools and technologies.

 Knowledge of organizational excellence, change management and company culture.

 Experience with global recruitment and familiarity with international hiring practices and regulations.

 Knowledge and experience of talent acquisition applications and solutions; i.e. Sniperhire, eRecruitment, ERP systems, etc.

 Excellent communication, interpersonal, and negotiation skills, with the ability to engage and influence stakeholders at all levels.

 Hands on Talent / Competency Assessments’ tools and techniques for various levels and disciplines.

 Proven track record of building talent pipelines, attracting top talent, and delivering results in a fast-paced, dynamic environment.

 Thorough understanding of Borouge’s end-to-end operations, markets and petrochemicals industries.

 Experience in implementing HC Projects and Best Practice in International Companies

 Exposure to work with HC Surveys, Executive Reporting, Business Performance, and Project Management.

 Solid experience in talent acquisition or recruitment, preferably in a global or multinational organization.

 Experience in technical recruitment within the manufacturing or industrial sector is highly desirable.

 Experience in a leadership or senior-level role within talent acquisition or HR, with a proven track record of driving recruitment strategies, managing projects, and leading cross-functional teams.

 Experience in recruiting talent on a global scale, including sourcing candidates from diverse geographic regions and managing international recruitment processes.

 Strong knowledge of technical recruiting practices and techniques, with experience sourcing and assessing candidates for specialized roles in engineering, manufacturing, research & development, and other technical fields relevant to the polymers industry.

 Ability to think strategically and align talent acquisition initiatives with organizational goals and priorities.

 Strong verbal and written communication skills, with the ability to effectively engage with candidates, hiring managers, and stakeholders at all levels of the organization.

 Proficiency in data analysis and reporting, with the ability to leverage recruitment metrics and analytics to drive insights and make data-driven decisions.

 Strong problem-solving abilities, with the capacity to anticipate challenges, identify solutions, and drive continuous improvement in recruitment processes and outcomes.

 Ability to collaborate effectively with cross-functional teams, including HR business partners, hiring managers, and external vendors, to achieve recruitment goals and objectives.

Professional Certifications

 Professional HR Certification: Certification from a recognized HR organization such as the Society for Human Resource Management (SHRM) or the HR Certification Institute (HRCI) is preferred; i.e. Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or Global Professional in Human Resources (GPHR).

 Talent Acquisition Certification (Optional): Certification such as the Talent Acquisition Strategist (TAS) or Certified Recruitment Professional (CRP), is an advantage.