project manager

sales manager

account manager

logistics manager

procurement engineer

recruitment manager

Confidential

<div>
 
 The Recruitment Manager oversees the entire recruitment and selection process, ensuring the organization attracts, hires, and retains the best talent. Develop recruitment strategies, manage a team of recruiters, build employer branding, and maintain relationships with internal stakeholders and external talent sources.
 
 
 
 
 
 
 1. Recruitment Strategy &amp; Planning
 
 
 <ul>
 <li>
 Develop and implement recruitment strategies aligned with business goals.
 </li>
 <li>
 Forecast hiring needs in collaboration with department heads and senior leadership.
 </li>
 <li>
 Establish recruitment KPIs and track performance metrics.
 </li>
 </ul>
 
 
 2. Talent Sourcing &amp; Pipeline Development
 
 
 <ul>
 <li>
 Identify and engage top talent using multiple sourcing channels (job boards, social media, networking, referrals).
 </li>
 <li>
 Maintain a talent pipeline for critical and hard-to-fill roles.
 </li>
 <li>
 Partner with universities, industry bodies, and recruitment agencies.
 </li>
 </ul>
 
 
 3. Recruitment Process Management
 
 
 <ul>
 <li>
 Oversee end-to-end recruitment: job posting, screening, interviewing, and offer negotiation.
 </li>
 <li>
 Ensure a smooth and positive candidate experience.
 </li>
 <li>
 Manage applicant tracking systems (ATS) and maintain up-to-date candidate records.
 </li>
 </ul>
 
 
 4. Employer Branding
 
 
 <ul>
 <li>
 Develop and promote the company&rsquo;s employer brand.
 </li>
 <li>
 Collaborate with marketing to create recruitment campaigns and career site content.
 </li>
 <li>
 Represent the organization at career fairs, networking events, and conferences.
 </li>
 </ul>
 
 
 5. Team Leadership &amp; Development
 
 
 <ul>
 <li>
 Lead, mentor, and motivate a team of talent acquisition specialists.
 </li>
 <li>
 Provide training on recruitment best practices, interview techniques, and diversity hiring.
 </li>
 <li>
 Set team performance targets and conduct regular evaluations.
 </li>
 </ul>
 
 
 6. Compliance &amp; Reporting
 
 
 <ul>
 <li>
 Ensure recruitment processes comply with labor laws, diversity policies, and ethical standards.
 </li>
 <li>
 Prepare recruitment reports and present insights to senior management.
 </li>
 <li>
 Monitor recruitment costs and optimize budget usage.
 </li>
 </ul>
 
 
 
 
 
 Requirements
 
 
 
 
 Education &amp; Experience:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s preferred).
 </li>
 <li>
 Proven experience (7+ years) in recruitment, with at least 2 years in a managerial role.
 </li>
 <li>
 Experience in high-volume hiring and specialized talent acquisition.
 </li>
 <li>
 Experience in hiring for white collar and blue collar staff.
 </li>
 </ul>
 
 
</div>

Recruitment Manager

JD.COM

<div>
 
 
 Job Summary
 
 
 
 We are seeking a highly motivated and results-driven Workforce Manager to join our dynamic team at JD.com. You will serve as a critical link between HR and business units, responsible for designing and executing comprehensive workforce strategies to meet the dynamic talent needs of our diverse business lines. The ideal candidate is a strategic thinker with solid hands-on experience in recruitment, innovative employment models, and workforce management.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 &middot; Strategy &amp; Execution: Partner closely with business leaders and HR Business Partners to understand business objectives, and develop/implement annual/quarterly workforce plans aligned with business rhythms.
 
 
 &middot; End-to-End Recruitment: Manage the full-cycle recruitment process, including requisition analysis, job posting, candidate sourcing, interview coordination, and offer management, ensuring timely fulfillment of critical positions.
 
 
 &middot; Employment Model Innovation: Explore and manage diverse employment models (e.g., outsourcing, contracting, part-time, interns) to optimize workforce structure, enhance organizational agility, and control labor costs &amp; risks.
 
 
 &middot; Vendor Management: Oversee the selection, partnership, relationship management, and performance evaluation of recruitment and HR service vendors (e.g., headhunters, RPO, outsourcing firms).
 
 
 &middot; Data Analysis &amp; Insight: Establish a recruitment data tracking system. Regularly analyze key metrics (channel effectiveness, time-to-fill, productivity, etc.) to drive data-informed decisions and continuously improve recruitment quality and efficiency.
 
 
 &middot; Employer Branding: Actively participate in employer branding initiatives to enhance JD.com's attractiveness in the target talent market.
 
 
 &middot; Compliance &amp; Risk Control: Ensure all employment activities strictly comply with national labor laws, regulations, and internal company policies, effectively managing employment-related risks.
 
 
 
 
 
 
 Qualifications
 
 
 
 &middot; Education &amp; Experience: Bachelor's degree or above in Human Resources, Business Administration, or a related field. Minimum of 5 years of relevant HR experience, with at least 3 years specializing in recruitment or workforce management within the internet, e-commerce, or large tech industry.
 
 
 &middot; Professional Knowledge: In-depth knowledge of Chinese labor law and relevant employment regulations. Profound understanding and practical experience with various employment models (FTE, dispatch, outsourcing, etc.).
 
 
 &middot; Skills &amp; Competencies:
 
 
 &middot; Excellent Communication &amp; Influence: Outstanding cross-functional communication and coordination skills, with the ability to effectively influence business stakeholders.
 
 
 &middot; Strong Analytical Skills: Proficiency in using HRIS systems (e.g., SAP, PeopleSoft) and MS Office. Ability to identify issues and propose solutions through data analysis.
 
 
 &middot; Result-Oriented: Ability to manage multiple priorities in a fast-paced, high-pressure environment while ensuring quality delivery.
 
 
 &middot; Strategic Mindset &amp; Execution: Ability to translate business strategy into actionable workforce plans and drive implementation.
 
 
 &middot; Superior Problem-Solving: Sharp risk awareness and excellent conflict resolution skills.
 
 
 &middot; Language: Fluent in Mandarin. Strong written and verbal English skills are a plus.
 
 
 
 
 
 
 We Offer
 
 
 
 &middot; A competitive salary, benefits package, and performance-based bonus.
 
 
 &middot; The opportunity to work on core business initiatives within a leading e-commerce platform.
 
 
 &middot; An open, inclusive, and fast-growing work environment and culture.
 
 
 &middot; A clear career development path and comprehensive training programs.
 
</div>

Workforce &  RPO Vender HR Manager

Toby's Estate Coffee Roasters

We are looking for a Recruitment Officer to manage the full recruitment cycle, including sourcing, screening, interviewing, and onboarding candidates. The ideal candidate will ensure hiring high-quality talent in a timely manner.Key Responsibilities:<ul><li>Manage end-to-end recruitment process</li><li>Post job ads and source candidates</li><li>Screen CVs and conduct interviews</li><li>Coordinate with hiring managers</li><li>Ensure a smooth onboarding process</li></ul>Requirements:<ul><li>Bachelor&rsquo;s degree in HR or related field</li><li>1&ndash;3 years of recruitment experience</li><li>Strong communication skills</li><li>Familiarity with recruitment systems</li></ul>Pay: Up to ﷼6,000.00 per monthWork Location: In person

Recruitment Officer

2P Perfect Presentation

<div>
 
 We are looking for a driven and results-oriented Talent Acquisition Supervisor to support and execute recruitment strategies while ensuring efficient, high-quality hiring across the organization.
 
 
 The ideal candidate will play a key role in managing the end-to-end recruitment process, collaborating with stakeholders, and ensuring a seamless candidate experience, while maintaining compliance and achieving hiring targets.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 Execute recruitment activities aligned with the overall hiring strategy and organizational goals.
 
 
 Manage end-to-end recruitment processes including sourcing, screening, interviewing, and offer coordination.
 
 
 Source candidates through multiple channels including LinkedIn, job boards, and internal databases.
 
 
 Coordinate interviews and ensure a smooth and professional candidate experience.
 
 
 Support offer management processes and ensure timely communication with candidates.
 
 
 Build and maintain strong relationships with hiring managers, agencies, and external partners.
 
 
 Contribute to employer branding initiatives and talent pipeline development.
 
 
 Maintain accurate recruitment data and ensure compliance with internal policies and labor regulations.
 
 
 Track recruitment metrics such as time-to-fill, cost-per-hire, and offer acceptance rates.
 
 
 Support reporting activities and contribute insights on market trends and hiring challenges.
 
 
 
 
 
 
 Qualifications &amp; Requirements:
 
 
 
 Bachelor&rsquo;s degree in human resources, Business Administration, or a related field.
 
 
 Minimum 2+ years of experience in recruitment or talent acquisition.
 
 
 Strong experience in full-cycle recruitment.
 
 
 Proficiency in Applicant Tracking Systems (ATS), LinkedIn Recruiter, and MS Office.
 
 
 Strong stakeholder management and communication skills.
 
 
 Ability to work in a fast-paced, target-driven environment.
 
 
 Good understanding of recruitment metrics and reporting.
 
 
 
 
 
 
 Key Skills:
 
 
 
 End-to-End Recruitment
 
 
 Candidate Sourcing &amp; Talent Pipeline Management
 
 
 Stakeholder Management
 
 
 Interview Coordination &amp; Offer Management
 
 
 Recruitment Metrics &amp; Reporting
 
 
 ATS &amp; LinkedIn Recruiter
 
 
 Employer Branding
 
 
 Compliance &amp; Labor Law Awareness
 
 
 Time Management &amp; Multitasking
 
 
 Problem Solving &amp; Decision Making
 
</div>

Talent Acquisition Supervisor

CNTXT

<div>
 
 
 Job Summary
 
 
 
 The Talent Acquisition Senior Specialist is responsible for executing the organization&rsquo;s talent acquisition strategy for technical and non-technical roles. This role supports end-to-end recruitment, partnering with hiring managers to identify exact talent needs, source and assess/screen candidates, and ensure an excellent candidate experience, while aligning hiring practices with organizational goals and culture.
 
 
 
 
 
 
 Principal Duties
 
 
 
 
 
 
 
 Recruitment Operations
 
 
 <ul>
 <li>
 Manage end-to-end recruitment for assigned roles and business units, including technical, commercial, and support functions.
 </li>
 <li>
 Coordinate interview scheduling, candidate communications, and offer processes.
 </li>
 <li>
 Maintain and update recruitment systems and ATS tools to ensure accurate candidate tracking and reporting.
 </li>
 <li>
 Support employer branding initiatives to attract high-quality talent.
 </li>
 </ul>
 
 
 
 
 
 Candidate Sourcing &amp; Assessment
 
 
 <ul>
 <li>
 Source candidates through job boards, LinkedIn, referrals, and other channels.
 </li>
 <li>
 Conduct candidate screenings, technical assessments, and competency-based interviews.
 </li>
 <li>
 Evaluate candidates for fit with role requirements, team culture, and company values.
 </li>
 <li>
 Maintain talent pipelines for critical and recurring roles.
 </li>
 </ul>
 
 
 
 
 
 Stakeholder &amp; Candidate Management
 
 
 <ul>
 <li>
 Partner with hiring managers to understand role requirements and provide guidance on candidate fit.
 </li>
 <li>
 Ensure timely and professional communication with all candidates throughout the recruitment process.
 </li>
 <li>
 Provide hiring managers with insights on talent market trends and candidate availability.
 </li>
 </ul>
 
 
 
 
 
 Data &amp; Reporting
 
 
 <ul>
 <li>
 Track recruitment KPIs such.
 </li>
 <li>
 Prepare regular reports and provide insights to the Head of Talent Acquisition or HR leadership.
 </li>
 <li>
 Suggest improvements to sourcing strategies and recruitment processes based on data analysis.
 </li>
 </ul>
 
 
 
 
 
 Compliance &amp; Governance
 
 
 <ul>
 <li>
 Ensure adherence to company policies, labor laws, and regulatory requirements in all recruitment activities.
 </li>
 <li>
 Promote diversity, equity, and inclusion in sourcing, selection, and hiring practices.
 </li>
 </ul>
 
 
 
 
 
 Requirements
 
 
 
 
 
 
 
 Education Requirements:
 
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
 
 
 
 Work Experience:
 
 
 <ul>
 <li>
 4+ years of HR or recruitment experience, preferably in IT, cloud computing, or technology sectors.
 </li>
 <li>
 Experience managing end-to-end recruitment processes for technical and non-technical roles.
 </li>
 </ul>
 
 
 Certification/License:
 
 SHRM and or CIPD
 
 
 
 Language Skills:
 
 Fluency in Arabic and English
 
 
 
</div>

Senior Talent Acquisition Specialist

اسس | OSUS

<div>
 
 
 
 About OSUS:
 
 
 
 
 
 
 
 Our journey began in 2006 in the city of Riyadh, driven by an ambitious vision to lead the next generation of commercial, residential, and mixed-use real estate projects. Since then, we have continued to establish our presence as a developer redefining the concept of real estate development through projects rooted in integration, innovation, thoughtful design, and modern technological solutions that elevate the end-user experience, whether individuals or businesses. We believe that mixed-use developments represent the future of urban planning. Guided by this vision, we create projects that merge urban functions into a single space, reshaping daily life in a more efficient and flexible way. We design vibrant destinations where living and working intersect, and where commercial and entertainment facilities harmonize within an integrated environment, fulfilling individual aspirations and supporting the growth of modern communities. At OSUS, we continue to build on this approach, inspired by Saudi Arabia&rsquo;s Vision 2030 and committed to developing real estate solutions that elevate the urban landscape, meet the ambitions of individuals and investors, and align with the evolving nature of cities and future lifestyles.
 
 
 
 
 
 
 
 Job Summary:
 
 
 
 
 
 
 
 The Talent Acquisition Specialist is a practical position responsible for supporting and executing operational activities in the recruitment department to ensure the effective running of hiring processes. This includes initial candidate sourcing, coordinating interviews, following up with applicants, and implementing the directives of recruitment officers. This role contributes to enhancing the candidate experience and improving the efficiency of recruitment processes in alignment with human resource
 
 
 
 
 
 
 
 Responsibilities are not limited to:
 
 
 
 
 
 
 <ul>
 <li>
 Conducting initial searches for candidates through recruitment platforms (LinkedIn recruiter, Social Media&hellip; etc.).
 </li>
 <li>
 Screening resumes according to the criteria set by the recruitment team.
 </li>
 <li>
 Initial communication with candidates to verify basic information.
 </li>
 <li>
 Scheduling interviews between candidates and relevant departments.
 </li>
 <li>
 Preparing candidate files prior to interviews.
 </li>
 <li>
 Following up on interview results and updating each candidate's status in the system.
 </li>
 <li>
 Responding to candidates' inquiries and providing them with the required information.
 </li>
 <li>
 Ensuring that all stages of recruitment comply with quality and confidentiality standards.
 </li>
 <li>
 Continuous follow-up with candidates throughout the recruitment stages.
 </li>
 <li>
 Update the candidate database on a weekly basis.
 </li>
 <li>
 Prepare weekly reports on the status of open positions.
 </li>
 <li>
 Supporting hiring managers in implementing approved recruitment plans.
 </li>
 <li>
 Adhering to HR policies and procedures.
 </li>
 <li>
 Contributing to internal initiatives to improve recruitment processes.
 </li>
 <li>
 Perform any other tasks assigned to him by the line manager within the scope of work.
 </li>
 </ul>
 
 
 
 
 
 
 Qualifications:
 
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 1 - 4 Years of Experience
 </li>
 <li>
 Saudi national.
 </li>
 <li>
 Advanced level in English language (Written, Speaking).
 </li>
 <li>
 Organizational &amp; Communication skills.
 </li>
 <li>
 Good knowledge of Microsoft Office.
 </li>
 </ul>
</div>

Talent Acquisition Specialist

Sephora

<div>Position Purpose<ul><li>
The People Partner is responsible for managing the implementation of core HR activities in line with Sephora Middle East HR Strategy including but not limited to Recruitment, pre and onboarding, payroll, transfer, promotions, employee records, employee relations and employee performance.
</li><li>The role incumbent will assist in the implementation of the employee performance management system and employee retention.</li><li>
Process Business Partner for the region talent management, succession planning and performance management.</li><li>
Engaging with key senior business and HR/Education stakeholders to develop a culture of managing talent and define talent related needs and implement strategies to enhance the performance of the people.</li><li>
Support Stores leaders to identify the skills and behaviors required to meet the future demands of the business and provide advice on how to close capability gaps through the recruitment and development of talent.</li></ul>
Key Accountabilities<div>
People Partner</div><ul><li>
Deliver Superior Stakeholders experience by being seen as a Trusted Business Partner.</li><li>
Support HRD to build a customer driven organization aligned with the business strategies.</li><li>
Meet the Sephora Champions to understand more our culture and how we can keep improving it.</li><li>
Ensure a proper roll out of the EVP in all our HR processes, initiatives, and assessments. Oversee completion of EVP online module by all employees.</li></ul> 
Talent Management<ul><li>
Manage the annual talent identification and review cycle (OMR). This would include Talent Calibration, Succession Planning, Identification of high-potential employees, Assessment of flight risks, mobility, and the completion of employee Talent Profiles to drive improved insight into the capabilities of the HQ employees.</li><li>
Design and bring to life strategies to ensure the attraction, assessment, and retention of talent in the region.</li><li>
Support the People Manager with the assessment and recruitment of senior retail roles in stores.</li><li>
Enhance leadership must have capabilities in partnership with Education Team.</li><li>
Strengthening and diversifying talent pipelines to business critical and leadership roles. This would include the implementation of high potential programmes, coaching, 360o feedback, scoping and delivery of promising talent requirements and embedding initiatives to promote the attraction and successful development of diverse talent in partnership with Education Team.</li><li>
Drive the tribe engagement strategy by developing high performers to become successors.</li><li>
Advising on how to maximize talent and capability growth opportunities as well as to manage potential risk within business change.</li><li>
Monitoring the effectiveness of talent management within the business, providing Business Partner insight, analysis, and recommendations to continuously improve the approach.</li><li>
Retention of High performers.</li><li>
Oversee the Employee onboarding/offboarding process as per company standards.</li></ul><div></div><div> 
Brand and Culture</div><ul><li>
Develop and maintain a strong brand focused environment for all employees in everything that they do.</li><li>
Together with senior leaders, continue to create a fast paced and energetic culture, with the employee engagement initiatives.</li><li>
Support in the roll out of employee engagement survey.
</li><li>Manage employee relations, grievances, and escalations.</li></ul><div></div><div> 
Performance Management</div><ul><li>
Review and develop upon existing performance management processes.</li><li>
Map anyone not meeting performance criteria and proactively advise managers on the performance management process, reviews, under-performers with the aim of a having &lsquo;high performing team culture.</li></ul>
 Requitement Process:<ul><li>
Ensure to fulfill the retail recruitment as per the recruitment plan and monitor keep tracking the actual headcount in collaboration with the retail team, People Manager.
</li><li>Source external candidates throughout the different recruitment channels internal and external candidates to increase the headcount availability.</li><li>
Responsible for the recruitment pipeline and interviewing process with retail team.</li></ul>

Skills, Experience and Personality<ul><li>
The successful candidate should have tertiary qualifications in Human Resources with 3-4 years&rsquo; experience in a People Partner role, working in medium to large sized organizations.
</li><li>Must be fluent in English and Arabic.
</li><li>Strong background experience in FMCG/Retail/Fashion &amp; Apparel both in front and back office.</li><li>
It is essential that they have a passion for people with the ability to think creatively and are self-motivated to work independently.</li></ul> 
Most importantly, the People Partner needs to live and breathe the Sephora Culture, DNA and Employee Value propositions (EVP). She/He need to have excellent authentic communication and influencing skills and be energized by working in a fast paced, dynamic environment. She/He need to be a leader with confidence born from self-belief.</div>

People Partner

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