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