Recruitment and Talent Advisor

1                    Mission

The Recruitment and Talent Advisor will play a crucial role in sourcing, attracting, and hiring top engineering talent for our organization across all covered regions (mainly CAMEA and APAC), while ensuring an excellent employee experience and development. He/She will collaborate with hiring managers and HR professionals to understand the staffing needs and develop effective recruitment and talent strategies and implement them. The ideal candidate will have a deep understanding of engineering roles, possess excellent communication skills, and have a proven track record in successfully recruiting and developing engineering professionals.

2                    Line and Staff Relations

The Recruitment and Talent Advisor reports directly to the Senior Director HR & Workplace, CAMEA and APAC and works in close coordination with the rest of the HR & Workplace team.  

He/She has relation with:

• All the local staff
• All the external entities necessary to his/her job implementation

3                    Key Responsiblities

Pre & On-Boarding Success

• Develop and update new/existing JDs. This involves process of sign-off on all JDs with line managers and Regional HRD. Understanding individual role specifics is essential for successful hiring and technical know-how.
• Conduct preliminary screening of candidates and liaising with hiring managers / HR Director on profile screening, interview phases and selection / rejection decisions. Ensure all interviews have a Technical Feedback Form backed up from the hiring manager.
• Manage the recruitment software – check and review applicant’s status, update database with the aid of Talent Pool option and ensure all updates on status changes within each steps of the recruitment cycle in the system. This includes sending rejection emails to candidates who have applied.
• Manage the search aspect via networking, employee referral policy, recruitment agency and HRIS tool. All details must be up-to-date in the system.
• Maintain and share with Senior HRD and Line Manager the preliminary interview summary of candidates with specifics representing key aspects of the role.

Prepare Letter of Intent (LOI), conducting reference checks (2/3 at a minimum), communicating and ensuring sign off on the LOI with the candidates.

• Initiate and ensure the completion of On-Boarding checklist for new hires which includes but is not limited to:
  • Update the Recruitment / On-boarding tracker.
  • Coordinating the completion of necessary documentation pertaining to legal work permit / residency.
  • Communicating with individual team members of HR, Admin, IT and HQ on necessary pre-requisites of new team member's smooth on-boarding.
  • Developing and communicating the Induction Plan .This needs to be agreed with the Line Manager and Senior HRD.
  • For out-stationed new hires a remote (Teams) induction is necessary to be organized to ensure on-boarding success.
  • On-boarding checklist must be completed for Audit purpose online/offline.
  • Regularly update on Staff Movement Matrix and joining communication is sent a day in advance.

Training Arena

• Update the training calendar for the annual programs as agreed within the Talent frame.
• Capturing all training needs from annual appraisals and ensuring the same is reflected in the annual Training calendar; based on pre-approval process.
• Support the Talent platform in assessing cost of Training programs and coordination of logistics/ approvals.
• Ensure all Training records are maintained with pre & post training assessment form by each team members.
• To monitor the training programs conducted are in accordance with the ISO standards.
• Works in line with the for all areas under HR Talent and other projects.

Operational Support

• Perform regular updates of employee ADPI CVs and maintain the database on shared folder and HRIS
• Support in other areas of HR as needed

4                    Profile Specifications – Minimum Requirements

• At least 5 years of recruitment and training experience preferably with a multinational engineering, architecture or construction organization.
• Experience on screening candidates up-to senior management level and understanding of full cycle recruitment, with focus on engineering
• Experience in training administration and capturing relative data for effective reporting
• Regional Labor law knowledge
• Proficient in MS Office tools
• Bachelors / Masters with specialization in HRM; HR certification is a plus
• Key Competencies : Business & Commercial Awareness, Planning & Organizing ,Results Driven, Communication, Team Work & Relationship Building

Note: Candidates who do not fulfill the mandatory criteria will not be considered.

NOTE TO RECRUITERS:

• Please note that ADPi does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Recruitment Fee Agreement, ADPi will not consider or agree to payment of any referral compensation or recruiter fee. In the event a recruiter or agency submits a resume or candidate without a previously signed agreement, ADPi explicitly reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, are deemed to be the property of ADPi and no fee will be paid in the event the candidate is hired by ADPi as a result of the referral or through other means.