Talent Acquisition Manager

Job Title Talent Acquisition Manager
Division Human Resources
Section Talent Management
Unit Talent Acquisition
Report To Talent Management Senior Manager
Direct Reports (If applicable) Talent Acquisition Professional and Senior Specialists
Main Job Purpose:
The primary purpose of this role is to develop and execute end-to-end Talent Acquisition plans and initiatives to
attract, assess, and hire top talent aligned with organizational needs. The role oversees the full recruitment
lifecycle, strengthens employer branding, and manages the Graduate Development Program to build a
sustainable early-talent pipeline. It further leverages data-driven insights to enhance decision-making, optimize
processes, and elevate hiring effectiveness. Additionally, the role manages and develops the Talent Acquisition
team, ensuring a seamless, efficient, and high-quality candidate experience.
Duties & Responsibilities:
1. Develop and implement Talent Acquisition plans based on annual workforce plans to meet short‑ and
long‑term organizational hiring needs.
2. Manage and oversee the full recruitment lifecycle—job requisitions, sourcing, assessments,
interviewing, selection, offers, and onboarding—ensuring a professional and engaging candidate
experience.
3. Design and manage employer branding strategies to position Sudani as an employer of choice across
digital platforms, events, and partnerships.
4. Monitor and analyze recruitment KPIs (time-to-fill, placement quality, onboarding satisfaction, hiring
cost, etc.) to identify performance gaps and improvement opportunities.
5. Leverage analytics tools to generate insights, forecast talent needs, and recommend process
enhancements based on market trends and benchmarking.
6. Manage, coach, and develop the Talent Acquisition team by setting clear objectives, delegating
responsibilities, and reviewing performance to ensure high productivity and compliance.
7. Manage the end-to-end Graduate Development Program, including sourcing, assessment centers,
interviews, selection, onboarding, rotation and placement.
8. Build and sustain strategic partnerships with universities, institutes, and youth organizations to
strengthen early-career pipelines.
9. Oversee the design and execution of graduate rotations, learning pathways, performance evaluations,
and program logistics for a structured developmental experience.
10. Conduct regular engagement surveys and pulse checks to measure graduate satisfaction and
recommend enhancements.
11. Oversee vendor relationships, including recruitment agencies, assessment providers, and technology
partners, ensuring adherence to service-level expectations and cost efficiency.
12. Conduct market research to identify emerging hiring trends, talent availability, and competitive
practices and integrate findings into recruitment strategies.
13. Improve and optimize Talent Acquisition processes by introducing innovative tools, automation
opportunities, and workflow enhancements to increase efficiency and reduce time‑to‑hire.
14. Ensure compliance with internal HR policies, regulatory frameworks, and governance requirements
across all Talent Acquisition activities.
Behavioral Competencies:
1. Communication: Clearly conveys information and ideas, adapting communication styles to different
audiences, including graduates, universities, and internal teams.
2. Collaboration: Works effectively with cross-functional teams, fostering a positive and inclusive work
environment.
3. Managing Teams: Sets clear goals, provides guidance, and develops team members to
ensure accountability and high performance.
4. Execution Excellence& Attention to Detail: Maintains accuracy and consistency across recruitment
records, assessments, KPIs, rotation plans, and documentation. Ensures flawless execution of
program activities and events.
5. Decision-Making & problem-solving: Evaluates complex information and makes sound decisions
related to candidate selection, process improvements, resolving issues and team direction.
6. Result Orientation: Drives performance, meets hiring targets, and ensures successful program
outcomes.
7. Innovation & Creativity: Continuously introduces creative ideas and modern approaches that
improve the efficiency, quality, and overall experience of the recruitment process.
Technical Competencies:
1. Talent Acquisition System Expertise: Hands-on experience managing the recruitment lifecycle,
including job posting, sourcing, screening, interviewing, offer, and onboarding to ensure accurate,
efficient, and compliant processes.
2. Stakeholder Management: Ability to build trust and maintain strong partnerships with universities,
institutes, and internal stakeholders.
3. Employer Branding: Skilled in utilizing social media, campaigns, and digital platforms for brand
visibility and talent attraction.
4. Graduate Program Management: Knowledge in designing, executing, and evaluating structured early talent programs.
5. Talent Sourcing & Pipeline Development: Ability to build and maintain strong candidate pipelines
through networking, career fairs, and digital platforms to ensure a steady flow of qualified talent.
6. Assessment Design & Evaluation: Expertise in selecting, designing, and evaluating talent
assessments (psychometric, cognitive, situational) to ensure objective, competency‑based selection.
7. Data Analysis & Reporting: Skilled at interpreting Talent acquisition data and creating actionable
reports to support decisions making and improve outcomes.
Qualifications:
Education A bachelor’s degree in human resources, Business Administration, or a related field.
Experience
6–8 years of progressive HR experience, with at least 2 years in Talent Acquisition and a
minimum of 2 years in a managerial role.
Certificates
Professional certifications such as SHRM, CIPD, or Talent Acquisition–related certifications
preferred
Language Fluency in English (written and spoken).