Talent Acquisition Specialist Recruitment Business Partner French Arabic Markets

Job Description

Company presentationWorld leader in gases, technologies and services for Industry and Health, Air Liquide is present in 80 countries with approximately 66,000 employees and serves more than 3,6 million customers and patients. Oxygen, nitrogen and hydrogen have been at the core of the company?s activities since its creation in 1902. Air Liquide?s ambition is to be the leader in its industry, delivering long-term performance and acting responsibly.Entity and activity descriptionAir Liquide is present in Tunisia since 1917 and produce air gases (oxygen, nitrogen, etc.) but also hydrogen and carbon dioxide. Our subsidiary has now 230 employees.We have an extensive production capacity with 6 sites throughout the country. We can also rely on our 35 sales points, spreading from Bizerte to Tataouine. Today, we serve over 16 000 customers and supply most hospitals and clinics in the country.How you will make an impact :We are looking for a passionate specialized HR professional demonstrating the specific skills and experience to manage end-to-end recruitment projects. A business partner that can coordinate all stakeholders throughout the hiring journey, ensuring the various individual responsibilities are delivered on time and in-line with the validated TA process as specified by the accountable party (TA CoE Lead).This role will be responsible for managing end-to-end recruitment projects, hiring across the French and Arabic speaking markets (primarily North, West and Central Africa, Egypt and Saudi Arabia), with additional scope to support our other Middle East, India and Africa based entities when required. From sourcing and attracting candidates, to interviewing and hiring great employees, the ultimate responsibility will be to ensure Air Liquide continues to attract, hire and retain the best talent.The position may also manage one or more continuous improvement initiatives focussed on the development of the Talent Acquisition strategy across the AMEI Hub (e.g. Employee Branding, Volume programs, Diversity Initiatives).Missions and ResponsibilitiesHow Will You Be Contributing to Our Success?

• Manage Talent Acquisition processes to a standard of best practice, ensuring high quality candidates are identified, evaluated and selected for open positions.
• Continuously partner with the business, building relationships with stakeholders and collaborating with hiring managers regularly to gain a comprehensive understanding of requirements. Proactively identify hiring needs and design, refine and implement the recruitment strategy to fill positions, continuously managing expectations on project delivery.
• Build robust talent pipelines in advance based on future hiring needs.
• Educate and support hiring managers, enabling them to better understand the recruitment process, evaluate profiles and improve independent competency based interviewing.
• Advise hiring teams on implications, taking the strategic lead to ensure robust hiring decisions are made. Utilize appropriate assessment techniques to improve the selection process and ensure a focus on evidence-based decision making.
• Act as an advocate for best practice ,monitoring local accountabilities to ensure ethical and transparent practices are maintained. Challenge both conscious andunconscious bias, highlighting the merits of objective based assessment.
• Champion for a consistent, high quality candidate experience across all levels of hiring, to attract talent and promote Air Liquide?s reputation and attractiveness as an employer of choice.
• Promote diversity within hiring practices, advocating the merits of and realizing group diversity hiring targets, including female and graduate hiring.
• Utilize recruitment technologies to track and manage candidate pools, accurately reflecting hiring status.
• Manage 3rd party relationships with external headhunters and staffing agencies when required.
• Ad-hoc project,work to support continuous improvement of the Talent Acquisition strategy across the AMEI Hub

Competencies and ProfileWe would like to hear from you if you have :

• In-house recruitment experience - A minimum 3 years, with ideally 5+ years experience, managing end-to-end recruitment projects. Experience in an agency environment is also preferred.
• Specific regional experience in the primary geography, ideally with:
  • Nationalization experience
  • Diversity and/or graduate hiring program experience
  • Wider geographical experience across the AMEI region
• Exposure to business stakeholders at all levels, designing bespoke recruitment strategies to resolve individual requirements.
• Experience with various direct sourcing techniques, including knowledge of targeted job posting and active candidate searches through professional platforms such as .
• Experience utilizing various assessment methodologies including competency based interviewing and stakeholder panel interviews.
• Competent using in-house applicant tracking systems, ideally with prior Workday, testing or system implementation experience.
• Experience managing Talent Acquisition programs and initiatives is preferred, preferably focussed on continuous-improvement, volume hiring, employer branding, intern and graduate entry or diversity initiatives.

Qualifications needed for this role :

• Completed High-school education or equivalent. Preference for a University level education or related professional qualification (e.g. CIPD or SHRM).

Core soft skills competencies and transversal skills required:

• Interpersonal and communication skills (Skilled) - Demonstrates ability to communicate clearly and establish working relationships at all levels of the organization.
• English, French and Arabic language ability is considered essential.
• Customer service mentality (Skilled) - Demonstrates ability to act as a business partner, prioritizing customer happiness within the value chain of stakeholders.
• Organized and detail-oriented (Skilled) - Demonstrates good time management and ability to multitask.
• Negotiation and influence (Skilled) - Demonstrates the ability to achieve a win-win outcome by negotiating to reach a middle-ground

Additional informationAt Airliquide Gender diversity is a source of value and competitive advantage, along with other forms of diversity like nationality, age, educational background. Such diversity makes us a stronger and more successful company.

Keyskills :