Senior HR Manager ? Talent Acquisition

Job Description

The Senior HR Manager ? Talent Acquisition is in responsible of selecting the most qualified people that believe in IRCs mission and IRC Syria Country Program Strategy. As the head of the Talent Acquisition team for the Syria country program, The Senior HR Manager ? Talent Acquisition oversees leading applicants through the recruitment processes and connecting them with IRC job openings. S/he must exert creativity in attracting qualified candidates and show excellent interpersonal skills that enable IRCto build long-term connections with both applicants and hiring managers. To make the IRC Syria hiring process more efficient and successful, s/he must be conversant with figures and pulling insights from HR metrics.The Senior HR Manager ? Talent Acquisition will oversee the whole recruiting process, from developing a talent pipeline and rosters to ensuring a high offer acceptance rate. S/he will efficiently connect applicants with the jobs in which they would be most successful by using knowledge of Syria Country Programsrecruiting needs and search requirements.Responsibilities:

• Recruit highly qualified talent and meet monthly and quarterly Time to Fill goals in collaboration with Regional HR Talent Acquisition Team, Coordinators, and Senior Management Team
• Oversee Syria Programs national recruitment efforts and provide support for International recruitment to Regional Talent Acquisition Team upon request from HRD Director
• Lead Syria Recruitment initiatives in support of the Human Capital Strategy, ensuring compliance with local labor legislation and donor requirements in all Syria CP locations.
• Build relationships and understanding of IRC programs to be able to contribute to proposal design and organizational design phase by participating in planning meetings;
• Coordinate with HR Director on workforce planning to enable proactive identification of expected vacancies; To aid with staffing choices, provide advice on demographic analyses and recruiting estimates.
• Provide an efficient and high-quality experience for every candidate from application stage to offer, evaluating skill level, driving the interview process and offer process, including robust reference checks, salary recommendations, and closing of candidates by leading, developing, and supervising the Syria Country Programs Talent Acquisition team.
• Gain a thorough grasp of IRCs programs and operations toassist hiring managers with talent sourcing, recruitment, and hiring.
• Create strong talent pools in areas of strategic significance and/or difficult to fill roles utilizing the global recruitment system to develop and manage the Syria CP talent roster.
• Co-create a contextualized recruiting strategy to attract the top applicants in the region ? Host structured and large-scale recruitment events to help IRC become an Employer of Choice.

• Hire, supervise, and build the capacity of team members in relevant technical and management competencies.
• Develop and implement remote management capacity building approaches to build the strengths the teams teams in Syria.
• Coach, train, supervise and mentor direct-report staff, including communicating clear expectations, setting annual performance objectives, providing regular and timely positive and constructive performance feedback, and providing documented semi-annual performance reviews.
• Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• Approve and manage time, attendance and leave requests to ensure adequate departmental coverage; ensure monthly, accurate timesheet submission and carry out probationary reviews.
• Hold high-quality meetings with each direct report on a regular and predictable basis, minimally on a monthly basis.
• Provide a measurable development plan including on-the-job learning with the aim of strengthening technical capacity, exchanging knowledge within the team and providing guidance on career paths.
• As required, identify staff performance issues and work with Human Resources to document and address these in accordance with the National Staff Employment Policies.
• Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• Promote and monitor staff care and well-being. Model healthy work-life balance practices. Support appropriate interventions in response to identified staff care needs of both national and international staff.
• Look for opportunities to support staff in their career growth, where appropriate. As part of succession plan and nationalization goals, identify, train and develop capability and capacity of national staff to successfully transition role and responsibilities, by the end of assignment.

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