Responsibilities

• Strategic Talent Acquisition Planning

  • Conduct workforce analysis to anticipate future staffing needs and proactively address talent gaps.
  • Drive continuous improvement in recruitment practices by updating job designs and specifications, establishing recruitment panellists, and standardizing interview question pools for each role.
  • Develop and execute long-term talent acquisition strategies aligned with the organisation's growth objectives and workforce planning initiatives.
  • Lead the development and implementation of a comprehensive talent acquisition strategy that addresses both short-term hiring needs and long-term workforce planning objectives
  • Lead the recruitment process from start to finish, including drafting and reviewing job descriptions, placing advertisements, conducting interviews, making selections, and issuing engagement contracts.

  Onboarding Excellence:

  • Supervise the Onboarding process for new hires, creating a robust and systematic onboarding system reflective of the company culture.
  • Develop orientation programs, resources, training modules, and policy dissemination to facilitate a smooth transition for employees into their roles.

  Training:

  • Conduct thorough training needs assessments to identify organizational learning requirements accurately.
  • Collaborate closely with department heads and team leaders to understand specific skill gaps and training needs.
  • Deliver engaging and impactful training sessions for employees at all levels.
  • Collaborate with subject matter experts to provide specialized training in critical areas such as compliance, technical skills, and leadership development.

  Leadership Development and Succession Planning:

  • Design and implement leadership development programs to identify and develop high-potential employees for future leadership roles.
  • Collaborate with Senior Management to create succession plans to ensure continuity in critical roles and smooth leadership transitions.
  • Design and facilitate Training and development programs and initiatives to identify, develop, and retain high-potential talent.
  • Work closely with the Qactrep unit within the consortium to continually improve the standard and quality of charge of Clinical Training to ensure timely publication of training calendars and professional delivery of sessions. Continuously update presentation slides to match industry standards and best practices

  Exit Experience Management:

  • Manage the exit experience effectively by introducing and maintaining a well-organized and fair offboarding process.
  • Conduct exit interviews, collect feedback, and ensure a smooth transition for both the company and the exiting employee.

  Employer Branding and Candidate Experience Enhancement:

  • Lead efforts to enhance the Consortium’s brand through targeted recruitment marketing campaigns, social media engagement, and employer branding initiatives.
  • Continuously improve the candidate experience by streamlining recruitment processes, providing timely communication, and soliciting feedback.
  • Drive employer branding initiatives to position the organization as an employer of choice within the health industry, leveraging social media, employer review platforms, and employer branding campaigns.

  Data-Driven Decision Making:

  • Utilize HR analytics and metrics to track recruitment and training performance, identify trends, and make data-driven decisions to optimize processes and outcomes.
  • Generate regular reports and dashboards to provide insights to Senior Management on key recruitment and training metrics, including time-to-fill, cost-per-hire, and training effectiveness.
  • Establish key performance indicators (KPIs) and metrics to measure recruitment and training effectiveness to identify areas for improvement.