Talent Acquisition Partner

Job Description

Job description / Role

Who we are

We are a leading partner for luxury across the Middle East. With more than 600 stores, 300 brands and over 65 years of experience in the region, we have become a major player in the beauty, fashion and gift sectors, by offering service excellence to our partners and delighting all our customers. We are moving fast from a traditional distributor and retailer for luxury in the Middle East, to a hybrid retailer bringing luxury experiences to the fingertips of customers everywhere.

To fuel the next stage of our growth we are looking to build a world class team. From physical retail through to supply chain and customer loyalty, we aim to use technology and data to continuously improve every aspect of our operations. We are looking for top talent to join us on this journey of exploring new horizons together.

What you'll be doing

As a Talent Acquisition Partner, you will be immersed in the recruitment process from day one and will be fully trained on all aspects of recruitment and selection to enable your success in this new role. You will support filling the positions across Retail through collaborating with the L&D and TA team to deliver a high quality Assessment Centre experience. You will be responsible to identify top Talent in the market, interview and assess them, and deliver a smooth candidate experience to all applicants whilst being an ambassador for the Chalhoub Brand.

Strategical

– Develop the business plan of the Retail Recruitment Department in line with the Division objectives and strategic objectives of Chalhoub
– Formulate and communicate Retail Recruitment Department performance objectives and continuously monitor progress and alignment towards strategic objectives

Managerial

– Oversee the operations of the Retail Recruitment Department, provide expertise, encourage teamwork and facilitate related professional work processes in order to achieve high performance standards and staff pride in contribution

Operational

– Oversee the Talent Acquisition function by ensuring that:
– Talent Acquisition process is facilitated through the Applicant Tracking System
– Recruiters attend Briefing Meetings within the correct time frame
– All requisitions are advertised on relevant channels in an optimized format
– All applications are reviewed, screened and shortlisted within the SLA
– All Talent Acquisition metrics are within defined parameters including Time to Hire, Hiring Manager feedback and Agency usage.
– Sourcing strategies and Talent Acquisition campaigns are well managed
– All Recruiters are sharing relevant and correct information to candidates about the Group.
– Accurate records are maintained by recruiters on DRIVE for reporting purposes
– High levels of Hiring Manager (HM) satisfaction measured via the HM satisfaction and the annual Support Services survey
– A great candidate experience is provided
– Recruiter usage on all tools is monitored and optimized: Applicant Tracking System, Linked In and other job boards
– Ad hoc quality control checks on all operational aspects to ensure excellent performance
– Handle own portfolio of positions/job families and/or oversight on senior hiring
– Collate, review and submit, on a monthly / annual basis, total positions launched and filled (internal, external, cancelled), filterable by recruiter, business unit, job family as well as data around overall Time to Hire, Source Data, agency usage & spend, charge type and recruiter performance
– Handle the monthly invoicing in a timely manner and upkeep billings' records and business unit spends on a monthly and annual basis
– Define, measure and review the effectiveness of assessment methodology through specific analytics
– Ensure the team is meeting defined SLAs / KPIs
– Take ownership of assessment methodology and activities including effectiveness of tools
– Participate in relevant projects and community activities as and when needed
– Keep abreast of market information and trends to ensure relevant talent is attracted

People Management

– Assign individual objectives for employee performance management purposes, manage performance, empower staff, and provide formal and informal feedback in order to support professional development and maximize performance