Talent Acquisition Lead

Role Purpose

(Egypt, Lebanon & Offshore Mobilization)

The Talent Acquisition Lead / TA Business Partner is accountable for end-to-end recruitment delivery for Johnson Controls across Egypt and Lebanon, including the hiring of Egypt-based employees who will be deployed to work on international/offshore projects. The role leads workforce planning inputs, hiring prioritization, and recruitment budget planning, ensuring timely, compliant, and high-quality hiring for professional, technical, and high-volume field roles (including Field Technicians). The incumbent partners with business and project leaders to deliver staffing plans, replacement hiring, and robust talent pipelines aligned to operational timelines and project mobilization requirements.

Key Responsibilities

1) Manpower Planning, Demand Forecasting & Hiring Governance

- Partner with business leaders, project/operations, and HRBPs to build and maintain annual and quarterly manpower plans for:

- Egypt-based roles,

- Lebanon hiring requirements,

- Egypt-based hires mobilized to other countries (project/offshore deployment).

- Convert manpower demand into an executable recruitment plan: hiring waves, role prioritization, onboarding/mobilization dates, and resourcing timelines.

- Manage headcount governance: requisition justification, approvals workflow, and alignment to budget and organizational controls.

2) Recruitment Budget Inputs & Cost Management

- Prepare TA budget inputs aligned with manpower plans (advertising, assessments, background checks, medical/fitness checks where applicable, agency fees if used, and mobilization-related hiring costs when relevant).

- Track recruitment spend vs. plan and drive cost optimization (referrals, direct sourcing, improved funnel conversion, reduced agency reliance).

- Partner with Finance and C&B to ensure offers align with approved bands, allowances (where applicable), and mobilization requirements.

3) End-to-End Talent Acquisition Delivery (Full Cycle)

- Own the full recruitment lifecycle for all supported locations and job families:

- intake session with hiring manager,

- JD alignment and competency profiling,

- sourcing strategy and execution,

- screening and shortlisting,

- interview coordination and structured assessments,

- offer management and candidate closing,

- pre-boarding handover to HR Operations.

- Ensure consistent selection discipline using competency-based interviews, documented decision-making, and standardized evaluation tools.

4) Field Technician & Technical Hiring (High Volume / Hard-to-Fill)

- Lead hiring for field and technical roles such as (examples):

- Field/Service Technicians, Site Technicians, Maintenance Technicians,

- Service Engineers, Commissioning/Start-up roles,

- Project site support positions (as applicable).

- Build repeatable recruitment engines for technician hiring:

- technical screening criteria,

- trade/technical institute partnerships,

- referral programs, local sourcing days, and assessment events.

- Partner with Operations/Service leaders to define skill matrices, certifications, and practical assessment methods.

5) Offshore/International Deployment Hiring (Mobilization-Focused)

- Manage hiring requirements for Egypt-based employees deploying to other countries:

- align hiring timelines to mobilization/project start dates,

- ensure readiness for documentation and pre-deployment requirements.

- Coordinate with internal stakeholders (HR Ops/Legal/Compliance, Travel/Mobility if applicable) to ensure recruitment-related documentation is complete for mobilization (e.g., passport readiness, required attestations, medical/fitness checks if required by project/site).

- Maintain a proactive “deployable talent” pipeline for urgent project mobilizations.

6) Replacement Hiring & Continuity Planning

- Maintain and execute replacement plans for critical positions and high-attrition roles (including technician pipelines).

- Manage urgent, confidential, and business-critical replacement hiring with speed, discretion, and stakeholder alignment.

- Monitor vacancy risk and propose mitigation (bench pipeline, internal mobility, fast-track selection).

7) Sourcing Strategy, Talent Pipelines & Market Intelligence

- Develop multi-channel sourcing strategies by role family and location:

- LinkedIn Recruiter and direct sourcing,

- referrals and internal mobility,

- job boards, technical institutes, universities,

- talent communities and targeted campaigns.

- Provide market intelligence and advisory: availability, pay movement, competitor mapping, and location-specific sourcing recommendations for both professional and technician markets.

8) Agency/Vendor Management (If Used)

- Manage external recruitment agencies (when needed): role briefing, shortlist quality control, turnaround expectations, and commercial governance within approved terms.

- Track agency performance via scorecards (TAT, quality, offer acceptance, retention proxies, cost) and ensure ROI.

9) Compliance, Documentation & Risk Controls

- Ensure recruitment processes comply with internal policy and local legal requirements (Egypt and Lebanon), plus any governance for international deployment hiring.

- Maintain audit-ready recruitment documentation: approvals, shortlists, interview notes, selection justification, offer approvals, and exceptions.

- Protect candidate data confidentiality and ensure proper handling of personal information.

10) Reporting, Metrics & Continuous Improvement

- Own TA dashboards and hiring cadence reporting:

- requisition aging, time-to-fill, time-to-hire,

- source-of-hire, offer acceptance, pipeline health,

- technician hiring funnel conversion,

- hiring plan adherence and cost-per-hire.

- Drive continuous improvement initiatives (intake quality, interview speed, assessment effectiveness, sourcing ROI).

11) Pre-Boarding Handover & Onboarding Partnership

- Ensure clean handover to HR Operations for onboarding:

- documentation completion,

- background/medical checks if required,

- start date readiness and communication.

- Partner with HR Ops to support high-volume onboarding for technician cohorts and mobilization waves.

Key Performance Indicators (KPIs)

- Time-to-fill / time-to-hire (overall, by job family, and for technician roles)

- Hiring plan adherence (mobilization date readiness, project staffing milestones)

- Requisition aging and pipeline coverage for critical roles

- Offer acceptance rate and candidate experience indicators

- Source-of-hire effectiveness (direct vs. agency), referral contribution

- Cost-per-hire and recruitment spend vs. budget

- 90-day retention / probation completion (quality-of-hire proxy), especially for technicians

- Compliance/audit readiness (documentation completeness and approvals)

Required Qualifications

- Bachelor’s degree in HR, Business, or related field (Master’s preferred).

- 10+ years of TA experience; proven delivery across multiple locations (Egypt and Lebanon preferred).

- Demonstrated experience recruiting technical and field roles (Field/Service Technicians) including high-volume hiring.

- Experience supporting international/project mobilization hiring (deployment timelines, documentation readiness) is strongly preferred.

- Strong stakeholder management with senior leaders and operations/project teams.

Skills & Competencies

- Strategic workforce planning & consultative partnering

- Strong end-to-end TA execution and operational rigor

- High-volume hiring capability (technician pipelines, assessment events)

- Data-driven reporting, forecasting, and prioritization

- Offer negotiation and candidate closing skills

- Knowledge of local talent markets and recruitment compliance

- High integrity, confidentiality, and customer service mindset

- Excellent Arabic and English