talent acquisition director

American Nautical Holdings.net

Director of Human ResourcesStrollo Partners Limited Winter Park, FloridaRole OverviewStrollo Partners Limited is a well-capitalized family office with diversified investments in real estate, dealership operations, and the marine industry. With the opening of our new marine dealership later this year, we are seeking a dynamic, highly capable Director of Human Resources to lead all HR initiatives with a strong emphasis on recruiting, hiring, and workforce build-out.This is a critical leadership role responsible for building the people infrastructure that supports rapid growth, operational excellence, and a high-performance culture. The HR Director will oversee talent acquisition, employee relations, compliance, payroll and benefits administration, and organizational development across multiple operating entities.This is a full-time role, primarily in-office Monday through Thursday, with remote Fridays.Core ResponsibilitiesTalent Acquisition &amp; Workforce Build-Out<ul><li>Lead all recruiting and hiring efforts for the launch and scaling of the marine dealership, including:</li><li>Sales consultants</li><li>Sales managers</li><li>Finance &amp; insurance (F&amp;I) personnel</li><li>Service advisors and service managers</li><li>Marine technicians and rigging staff</li><li>Parts, inventory, and warehouse personnel</li><li>Administrative and office staff</li><li>Design and execute high-volume recruiting strategies using multiple channels, including job boards, industry networks, referrals, trade schools, and local partnerships.</li><li>Build and manage applicant tracking systems (ATS), screening processes, interviewing frameworks, and hiring timelines to meet aggressive opening and growth targets.</li><li>Partner closely with executive leadership, dealership management, and department heads to forecast staffing needs and align hiring plans with operational goals.</li><li>Establish onboarding programs to rapidly integrate new hires and reinforce culture, performance expectations, and compliance standards.</li></ul>HR Leadership &amp; Operations<ul><li>Develop and implement comprehensive HR strategies that support organizational growth, employee engagement, and operational scalability.</li><li>Oversee employee relations, including performance management, conflict resolution, disciplinary actions, and employee development.</li><li>Lead performance evaluation systems, succession planning, and organizational design initiatives.</li><li>Supervise HR staff responsible for recruiting, onboarding, training, payroll, and benefits administration.</li><li>Foster a culture of accountability, integrity, teamwork, and continuous improvement across all business units.</li></ul>Compliance, Payroll &amp; Benefits<ul><li>Ensure full compliance with all federal, state, and local employment laws, including FMLA, OSHA, workers&rsquo; compensation, wage &amp; hour regulations, and related requirements.</li><li>Oversee payroll processing and benefits administration using platforms such as Paychex, ADP, Workday, Paylocity, or similar HRIS systems.</li><li>Administer employee benefits programs and manage workers&rsquo; compensation claims.</li><li>Maintain HR policies, employee handbooks, and internal procedures aligned with best practices and legal standards.</li></ul>Data, Reporting &amp; Strategy<ul><li>Utilize HR data and reporting to support workforce planning, recruiting effectiveness, retention, and performance trends.</li><li>Present clear, actionable insights to senior leadership related to human capital, hiring progress, and organizational needs.</li><li>Continuously improve HR processes, systems, and workflows to support a growing, multi-entity organization.</li></ul>Qualifications &amp; Experience<ul><li>Bachelor&rsquo;s degree in Human Resources, Business, or a related field (SHRM or similar certification preferred).</li><li>8+ years of progressive HR leadership experience, with a strong emphasis on recruiting and talent acquisition.</li><li>Demonstrated success building teams for dealership, retail, service, or operational environments (automotive, marine, RV, powersports, or similar industries strongly preferred).</li><li>Deep knowledge of employment and labor laws, OSHA standards, FMLA, and workers&rsquo; compensation.</li><li>Proven experience managing ATS and HRIS platforms (e.g., Paylocity, Kronos, Ceridian, PeopleSoft, SAP SuccessFactors, Oracle HCM).</li><li>Strong leadership, communication, and negotiation skills.</li><li>Highly organized, detail-oriented, and comfortable operating in a fast-paced, growth-driven environment.</li><li>High integrity and professionalism; must pass comprehensive background checks.</li></ul>Why This Role<ul><li>Opportunity to build an HR function and dealership workforce from the ground up while working with other business units of the company.</li><li>Direct impact on the successful launch and long-term performance of a new marine dealership</li><li>Close partnership with ownership and executive leadership</li><li>Dynamic, entrepreneurial environment with real decision-making authority</li><li>Competitive compensation commensurate with experience</li></ul>Pay: $95,000.00 - $145,000.00 per yearApplication Question(s):<ul><li>Must Have Successful Recruiting Experience or Dealership Or Marine Industry Experience</li></ul>Education:<ul><li>Bachelor's (Required)</li></ul>Experience:<ul><li>Human resources management: 5 years (Required)</li></ul>Work Location: In person

Human Resources Director

Makeready

<div>At Makeready we are searching for curious self-starters with a genuine interest in people. These hard-working individuals have always had a natural bend toward hospitality, no matter where they worked, because they&rsquo;ve always seen themselves as part of something bigger.
The Area Director of People &amp; Culture serves as a strategic business partner to the Managing Directors and Senior Leadership Teams across Makeready&rsquo;s Denver properties - Halcyon and Clayton Hotel &amp; Members Club. This role provides leadership, guidance, and oversight to on-property People &amp; Culture teams, ensuring consistency, compliance, and excellence across all aspects of the employee experience&mdash;including talent acquisition, compensation and benefits, training, development, engagement, and people operations.
Working in close partnership with the home office People &amp; Culture team, the Area Director champions Makeready&rsquo;s Guiding Principles while supporting a culture that is inclusive, high-performing, and people-centered.
Requested Tasks<ul><li>
Act as a trusted advisor and business partner to the Area Managing Director and senior property leadership.</li><li>
Collaborate closely with the Corporate Director of People &amp; Culture on enterprise-wide initiatives, audits, and process enhancements through regular one-on-one meetings</li><li>
Oversee and support the People &amp; Culture teams at assigned properties, including regular site visits and consistent engagement with leadership.</li><li>
Ensure consistency and best practices across recruiting, onboarding, compensation and benefits, training, development, and employee relations.</li><li>
Direct and coach leadership teams on effective recruiting, interviewing, and selection techniques to attract and retain high-quality talent.</li><li>
Build brand awareness and maintain a strong candidate pipeline through proactive recruiting efforts, including job fairs, conferences, networking, and social media.</li><li>
Mentor, support, and develop all direct and indirect People &amp; Culture team members.</li><li>
Partner with property leadership to create, execute, and sustain Team Member Engagement Survey action plans.</li><li>
Advise on strategies to increase and maintain high levels of team member engagement and retention.</li><li>
Serve as a resource and counsel to leadership on performance management, coaching, and corrective action.</li><li>
Support and promote an inclusive, empowering culture that reflects Makeready&rsquo;s values; act as an ambassador for the Guiding Principles in all interactions.</li></ul> 
Requested Capabilities 
<ul><li>
Prior experience as a People &amp; Culture Director or Manager in a hotel or hospitality environment required.</li><li>
Multi-property experience, preferred.</li><li>
Strong knowledge of human resources practices, employment law, and People &amp; Culture operations.</li><li>
Demonstrated experience leading and developing teams.</li><li>
Proven ability to build strong, collaborative partnerships with senior leadership.</li><li>
Highly organized, detail-oriented, and efficient.</li><li>
Exceptional discretion and ability to handle confidential information.</li><li>
Ability to respond calmly, thoughtfully, and decisively in high-pressure situations.</li><li>
Strong analytical, problem-solving, and decision-making skills.</li><li>
Professional, approachable demeanor with exemplary emotional intelligence.</li><li>
Proficiency in Microsoft Office products including Outlook, Word, Excel, PowerPoint, and Teams.</li></ul> 
As part of the Makeready collection, we proudly offer a variety of thoughtful benefits and perks for eligible team members including accommodating PTO/PTO exchange, medical/dental/vision benefits, maternity/paternity leave, pet insurance, company-matched dependent care &amp; 401k, student loan repayment program and a wide range of additional ancillary benefits. The health, happiness and well-being of our team is our top priority. 
 
We take pride in our Guiding Principles to help define how we successfully work together. We follow them not out of duty but live by them instinctively.
Makeready LLC and its affiliated entities are proud to encourage and support an environment where everyone can be a successful team member as their true independent self. We are an equal opportunity workplace and employer that does not discriminate based on race, color, disability, gender/sex, sexual orientation, religion, national origin, age, veteran status, or any other protected status. We are committed to building a team and a workplace where we are all able to be successful based solely on our individual qualifications, experience, abilities and job performance.
Position Close Date: March 28, 2026</div>

Area Director of People and Culture

PopStroke

<div>About PopStroke
PopStroke is a founder-led brand built by people who believe energy creates results and culture creates momentum. We aren&rsquo;t here to simply run venues &mdash; we&rsquo;re here to build something special together.
At PopStroke, every team member has limitless potential to become who they want to be. We encourage bold ideas, celebrate growth, and believe that when you&rsquo;re supported, challenged, and trusted, you rise.
We solve problems together, jump in, and move the needle every day because we care. We lead with ownership, back each other up, and never lose sight of the fun along the way.
This mindset; the drive, the heart, the teamwork is what we call The PopStroke Way. 
Our Core Values
Make It Fun
If it&rsquo;s not fun, rethink how we&rsquo;re doing it. 
We bring creativity, positivity, and joy into everything we do, from guest interactions, doing hard things, and how we support one another.
Bring the Energy
Your vibe sets the tone. 
Every leader and team member influences the experience. Show up with enthusiasm, optimism, and presence.
Roll Up Your Sleeves
See it. Fix it. Jump in.
We are hands on problem solvers that jump in and become part of the solution. We leave things better than we found them.
Own It
Live your role with an owner&rsquo;s mindset. 
We take pride in our work, hold ourselves accountable, and treat the business like it&rsquo;s our own.
Get Off the Hamster Wheel
Don&rsquo;t repeat yesterday &mdash; rethink, improve, grow. 
We challenge &ldquo;the way it&rsquo;s always been done&rdquo; and are always looking for better ways to serve our guests and each other 
Role Purpose
The Director of Talent Strategy &amp; Development is the architect of PopStroke&rsquo;s talent engine &mdash; responsible for attracting, onboarding, training, and developing the leaders and teams that power our venues. This role owns the full talent lifecycle: from hiring the right people, to ensuring an exceptional onboarding and training experience, to building leadership capability and bench strength across the organization. Embedded in the business and closely partnered with Operations, this leader ensures our venues are staffed, prepared, and continually developing strong talent ready to scale with our growth.
This is a strategic talent leadership role with operational impact. 
Core Responsibilities
Talent Acquisition &amp; Workforce Planning (Primary Focus)<ul><li>
Lead full-cycle recruiting strategy for venue leadership and key roles (OP, AOP, KM, and beyond)</li><li>
Partner with Operations to forecast workforce needs and hiring timelines</li><li>
Elevate hiring standards, interview processes, and candidate experience</li><li>
Train leaders on effective interviewing and selection practices</li><li>
Build proactive talent pipelines to support store openings and growth</li><li>
Ensure consistent, high-quality hiring across all venues</li></ul>
Onboarding &amp; Ramp Excellence (Primary Focus)<ul><li>
Design and standardize onboarding experiences that reflect The PopStroke Way</li><li>
Develop structured 30/60/90-day ramp plans for leaders and team members</li><li>
Partner with Training and Operations to ensure onboarding execution is consistent and effective</li><li>
Measure and improve early tenure retention and readiness</li><li>
Support onboarding strategy for new store openings and leadership transitions</li></ul>
Training &amp; Leadership Development (Primary Focus)<ul><li>
Partner with Training to ensure consistent skills development across venues</li><li>
Design and deploy leadership development programs</li><li>
Build clear development pathways from hourly team members to venue leadership</li><li>
Identify high-potential talent and support internal mobility</li><li>
Develop succession plans and leadership bench strength</li><li>
Prepare talent for Special Ops opportunities and expanded roles</li></ul>
Performance &amp; Talent Management<ul><li>
Support performance management cycles and calibration discussions</li><li>
Coach venue leaders on feedback, accountability, and development conversations</li><li>
Align talent development efforts with business performance goals</li><li>
Reinforce a culture of ownership, growth, and continuous improvement</li></ul>
Culture &amp; Operational Partnership<ul><li>
Champion and operationalize The PopStroke Way across venues</li><li>
Support store openings, turnarounds, and leadership transitions</li><li>
Partner closely with People Operations &amp; Compliance to ensure talent strategies align with company policies and risk management</li><li>
Contribute to broader People initiatives as needed</li></ul>
Additional HR &amp; Business Support
While the primary focus of this role is talent strategy and development, the Director will operate as a senior People leader and may assist in:<ul><li>
Select employee relations matters in partnership with People Operations &amp; Compliance</li><li>
Cross-functional People projects and company-wide initiatives</li><li>
Leadership coaching and business advisory support</li></ul>
 Ideal Candidate<ul><li>
8&ndash;12+ years in Talent, HRBP, Learning &amp; Development, or Talent Strategy roles</li><li>
Proven success building recruiting systems and leadership development programs</li><li>
Experience in multi-unit hospitality, retail, or operations-driven environments</li><li>
Strong business acumen with the ability to translate strategy into field execution</li><li>
Executive presence and high emotional intelligence</li><li>
Bachelor&rsquo;s Degree required</li><li>
Master&rsquo;s Degree preferred</li></ul>
PopStroke is an Equal Employment Opportunity Employer.</div>

Director of Talent Strategy and Development

Property Shop Investment LLC

Job Summary:We are looking for a Talent Acquisition Officer to join our team and take ownership of the end-to-end recruitment process. The ideal candidate will be responsible for sourcing, screening, and hiring top talent while ensuring a seamless and positive candidate experience. This role requires strong communication, networking, and organizational skills to attract and retain the best professionals in the industry.Key Responsibilities: Recruitment &amp; Sourcing:<ul><li>Develop and execute effective talent acquisition strategies to meet company hiring needs.</li><li>Source, screen, and shortlist candidates through various channels, including job portals, social media, networking, and referrals.</li><li>Build and maintain a talent pipeline for future hiring needs.</li><li>Collaborate with hiring managers to understand job requirements and candidate expectations.</li></ul>Candidate Management:<ul><li>Conduct initial screening interviews to assess candidate suitability.</li><li>Schedule and coordinate interviews with hiring managers and leadership.</li><li>Provide feedback and updates to candidates throughout the recruitment process.</li><li>Ensure a positive candidate experience by maintaining professionalism and responsiveness.</li></ul>Employer Branding &amp; Talent Attraction:<ul><li>Promote the company's employer brand and work culture to attract top talent.</li><li>Manage and update job postings across platforms, ensuring consistency and accuracy.</li><li>Participate in job fairs, career events, and networking activities to expand the talent pool.</li></ul>Recruitment Operations &amp; Compliance:<ul><li>Maintain and update recruitment reports, databases, and applicant tracking systems.</li><li>Ensure compliance with labor laws and company policies in all hiring practices.</li><li>Assist in negotiating offers, preparing employment contracts, and onboarding new hires.</li><li>Continuously improve recruitment processes for efficiency and effectiveness.</li></ul>Key Performance Indicators (KPIs):<ul><li>Time to Hire: Average duration from job posting to offer acceptance.</li><li>Quality of Hire: Performance and retention of newly hired employees.</li><li>Candidate Experience: Feedback and satisfaction ratings from candidates.</li><li>Offer Acceptance Rate: Percentage of candidates who accept job offers.</li><li>Sourcing Effectiveness: Success rate of different sourcing channels.</li></ul>Qualifications &amp; Skills:<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.</li><li>Proven experience in talent acquisition, recruitment, or HR.</li><li>Strong interpersonal and communication skills.</li><li>Ability to work under pressure and manage multiple hiring needs simultaneously.</li><li>Proficiency in using applicant tracking systems (ATS) and recruitment tools.</li><li>Knowledge of labor laws and best hiring practices.</li></ul>Job Type: Full-timePay: Up to AED5,000.00 per month

Talent Acquisition Officer

<div>
 
 
 Role Summary
 
 
 
 This role requires a dynamic and proactive Talent Acquisition Executive to join our HR team. The Talent Acquisition Executive will be responsible for managing the end-to-end recruitment process, from sourcing and attracting candidates to onboarding new hires. The successful candidate will play a key role in identifying and selecting top talent to meet our organization's staffing needs and strategic objectives.
 
 
 
 
 
 
 Key Success Drivers including Accountabilities and Responsibilities
 
 
 
 Candidate Sourcing and Attraction:
 
 
 - Utilize a variety of sourcing methods, including job boards, social media platforms, networking events, and recruitment agencies, to attract a diverse pool of candidates.
 
 
 - Develop and implement recruitment strategies and campaigns to target specific talent pools and market segments.
 
 
 Candidate Screening and Evaluation:
 
 
 - Screen resumes, review applications, and conduct initial assessments to identify qualified candidates.
 
 
 - Coordinate and schedule interviews, assessments, and evaluations with hiring managers and other stakeholders.
 
 
 Interview Coordination and Facilitation:
 
 
 - Coordinate interview schedules, logistics, and communication with candidates and interviewers.
 
 
 - Assist in conducting interviews, providing guidance to interviewers, and assessing candidate suitability.
 
 
 Candidate Engagement and Experience:
 
 
 - Serve as the primary point of contact for candidates throughout the recruitment process, providing timely communication, updates, and feedback.
 
 
 - Ensure a positive candidate experience by providing information about the organization, job opportunities, and next steps in the process.
 
 
 Offer Management and Onboarding:
 
 
 - Assist in preparing job offers, including negotiating terms and conditions, and coordinating the offer acceptance process.
 
 
 - Collaborate with HR and hiring managers to ensure a smooth onboarding process for new hires, including orientation, paperwork, and training.
 
 
 Employer Branding and Networking:
 
 
 - Promote the organization's employer brand through various channels, including social media, industry events, and networking opportunities.
 
 
 - Develop and maintain relationships with external partners, such as recruitment agencies, universities, and professional organizations.
 
 
 Data Management and Reporting:
 
 
 - Maintain accurate and up-to-date candidate records in the applicant tracking system (ATS) or recruitment database.
 
 
 - Generate recruitment metrics and reports to track progress, analyze trends, and identify areas for improvement.
 
 
 
 
 
 
 People Management
 
 
 
 The incumbent holds no direct supervisory responsibilities but is expected to engage effectively within their function and collaboratively across cross-functional teams. This role contributes meaningfully, whether through operational contributions and/or by offering specialized expertise, guidance, and support, to ensure alignment with either functional and/or strategic organizational goals and objectives.
 
 
 Internal Stakeholders:
 
 
 This includes individuals within the organization who are involved in the recruitment process, such as hiring managers, department heads, HR business partners, and senior leadership. The Talent Acquisition Executive needs to understand their hiring needs, priorities, and expectations to effectively source and attract candidates who meet their requirements.
 
 
 External Stakeholders:
 
 
 These are individuals or entities outside the organization that play a role in the recruitment process, such as recruitment agencies, educational institutions, industry associations, and job seekers. The Talent Acquisition Executive must build and maintain positive relationships with external partners to access talent pools, leverage resources, and promote the organization's employer brand.
 
 
 Candidates:
 
 
 Candidates are central stakeholders in the recruitment process. The Talent Acquisition Executive must engage with candidates in a professional and respectful manner, providing clear communication, timely updates, and constructive feedback throughout the process. Building rapport with candidates enhances their experience and reflects positively on the organization's employer brand, regardless of the outcome.
 
 
 Team Collaboration:
 
 
 Collaboration within the talent acquisition team is essential for success. The Talent Acquisition Executive should work closely with recruiters, coordinators, and other team members to ensure seamless execution of recruitment activities, share best practices, and support each other in achieving recruitment goals. Stakeholder Alignment: Stakeholder management involves aligning the interests and expectations of various stakeholders involved in the recruitment process. The Talent Acquisition Executive may need to facilitate discussions, manage conflicts, and negotiate priorities to ensure consensus and collaboration among stakeholders.
 
 
 
 
 
 Functional/Technical Competencies
 
 
 Feedback and Communication:
 
 
 Effective communication is key to stakeholder management. The Talent Acquisition Executive should actively seek feedback from stakeholders, address concerns and questions promptly, and provide regular updates on recruitment activities, progress, and outcomes.
 
 
 
 
 
 Applicant Tracking Systems (ATS): Proficiency in using ATS platforms to manage recruitment processes, track candidate progress, maintain candidate databases, and generate recruitment reports and analytics.
 
 
 
 
 
 Recruitment Tools and Technologies: Familiarity with recruitment software, tools, and technologies to streamline sourcing, screening, scheduling, and communication processes, such as LinkedIn Recruiter, Indeed, and scheduling apps.
 
 
 
 
 
 Data Analysis and Reporting: Ability to analyze recruitment metrics, trends, and performance indicators to assess recruitment effectiveness, identify areas for improvement, and inform strategic decision-making.
 
 
 
 
 
 Social Media and Digital Marketing: Understanding of social media platforms and digital marketing techniques to leverage for employer branding, candidate engagement, and talent acquisition campaigns.
 
 
 
 
 
 Interview and Assessment Techniques: Knowledge of different interview formats, assessment tools, and techniques to evaluate candidate competencies, skills, and cultural fit accurately. Negotiation Skills: Ability to negotiate job offers, compensation packages, and terms of employment with candidates while balancing organizational and candidate needs effectively.
 
 
 
 
 
 Communication and Collaboration Tools: Proficiency in using communication and collaboration tools such as email, video conferencing, and project management software to facilitate remote communication and teamwork.
 
 
 
 
 
 Nationalisation: - Deep understanding of Nationaliation regulations, laws, and government initiatives. - Proven track record of designing and implementing successful Emiratization strategies and programs.
 
 
 
 
 
 
 Educational Qualifications
 
 
 
 - Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
 
 
 
 
 
 
 Experience
 
 
 
 - Solid and reputable experience in talent acquisition, workforce development, or related fields, with a focus on Retail and/ or Corporate function
 
</div>

Talent Acquisition Executive

General Practitioner -DHA (Female only)

Job SummaryWe are seeking a dynamic and results-driven Talent Acquisition Specialist to manage the full recruitment lifecycle. The role involves sourcing, attracting, evaluating, and hiring qualified candidates to meet organizational workforce needs while ensuring a positive candidate and hiring manager experience.Key Responsibilities<ul><li>Manage end-to-end recruitment process from requisition to onboarding</li><li>Collaborate with hiring managers to understand job requirements, team dynamics, and hiring timelines</li><li>Create compelling job descriptions and post openings on job portals, social media, and internal platforms</li><li>Source candidates through various channels including LinkedIn, job boards, referrals, networking, and direct sourcing</li><li>Screen resumes and conduct initial HR interviews</li><li>Coordinate and schedule technical/managerial interview rounds</li><li>Conduct reference and background checks</li><li>Manage salary negotiations and offer rollouts</li><li>Ensure smooth pre-boarding and onboarding coordination</li><li>Track and analyze recruitment metrics such as time-to-fill, cost-per-hire, and source effectiveness</li><li>Build and maintain a strong talent pipeline for current and future hiring needs</li><li>Support employer branding initiatives and campus hiring drives (if applicable)</li></ul>Qualifications &amp; Experience<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field</li><li>3&ndash;5 years of experience in Talent Acquisition or Recruitment</li><li>Experience handling multiple open roles across functions</li><li>Strong understanding of sourcing strategies and recruitment tools</li><li>Familiarity with MS Office</li></ul>Key Skills<ul><li>Strong communication and interpersonal skills</li><li>Stakeholder management</li><li>Interviewing and candidate assessment</li><li>Negotiation and offer management</li><li>Time management and multitasking</li><li>Data-driven decision making</li></ul>Key Performance Indicators (KPIs)<ul><li>Time-to-fill</li><li>Quality of hire</li><li>Offer acceptance rate</li><li>Candidate experience feedback</li><li>Hiring manager satisfaction</li></ul>Job Type: Full-timePay: Up to AED4,000.00 per monthApplication Question(s):<ul><li>Are you available to start immediately?</li></ul>

Talent Acquisition Executive (Male)

Landmark Group

<div>
 
 The ideal candidate will be comfortable meeting new people frequently and have an ability to determine a candidate's potential through clever questions. They should have excellent organizational skills in order to build and maintain a pipeline of prospective candidates. Additionally, they should be committed to both meeting and exceeding assigned quotas.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 Talent Acquisition &amp; Recruitment
 
 
 <ul>
 <li>
 Manage the end-to-end recruitment process across multiple functions and seniority levels.
 </li>
 <li>
 Partner with hiring managers to understand workforce needs and develop tailored recruitment strategies.
 </li>
 <li>
 Source, screen, and evaluate candidates using multiple channels (job boards, social media, networking, headhunting).
 </li>
 <li>
 Conduct competency-based interviews, assessments, and ensure high-quality candidate experiences.
 </li>
 <li>
 Build and maintain a strong talent pipeline for current and future hiring needs.
 </li>
 </ul>
 
 
 
 
 
 Strategic Workforce Planning
 
 
 <ul>
 <li>
 Collaborate with leadership to forecast hiring needs in line with business objectives.
 </li>
 <li>
 Provide data-driven insights on talent availability, hiring trends, and market competitiveness.
 </li>
 <li>
 Support organizational growth through proactive recruitment initiatives and succession planning.
 </li>
 </ul>
 
 
 
 
 
 Employer Branding
 
 
 <ul>
 <li>
 Champion employer branding initiatives to position the company as an employer of choice.
 </li>
 <li>
 Manage career site content, recruitment campaigns, and social media presence.
 </li>
 <li>
 Represent the company at career fairs, industry events, and networking opportunities.
 </li>
 </ul>
 
 
 
 
 
 Stakeholder &amp; Candidate Management
 
 
 <ul>
 <li>
 Act as a trusted advisor to hiring managers by providing guidance on talent strategies, market insights, and selection decisions.
 </li>
 <li>
 Ensure seamless communication with candidates throughout the recruitment journey.
 </li>
 <li>
 Promote diversity, equity, and inclusion in all recruitment processes.
 </li>
 </ul>
 
 
 
 
 
 Process Improvement &amp; Analytics
 
 
 <ul>
 <li>
 Continuously evaluate and improve recruitment processes to ensure efficiency and quality.
 </li>
 <li>
 Leverage applicant tracking systems (ATS) and HR analytics to track metrics such as time-to-fill, cost-per-hire, and candidate satisfaction.
 </li>
 <li>
 Recommend innovative sourcing methods, tools, and technologies.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Requirements
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
 </li>
 <li>
 3-4 years of progressive experience in talent acquisition, preferably in fast-paced industries.
 </li>
 <li>
 Proven experience hiring across different levels, including managerial and specialist roles.
 </li>
 <li>
 Strong knowledge of sourcing techniques, interview methodologies, and assessment tools.
 </li>
 <li>
 Data-driven mindset with strong analytical and reporting skills.
 </li>
 <li>
 Familiarity with HR systems (ATS, HRIS) and modern recruitment tools.
 </li>
 </ul>
 
 
</div>

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