• Receive yearly HR plans from business units (BUs) and shared services HR departments to understand workforce requirements and establish and manage the recruitment plan accordingly.
• Create and implement an effective talent acquisition strategy to improve recruitment and business performance.
• Develop employer branding strategies to attract niche talent in specialized industries.
• Grow and nurture a talent pool aligned with NAPCO cultural values to fulfill recruitment needs.
• Manage screening and behavioral interviews for managerial and middle-level jobs.
• Recommend candidates to upper management for hiring consideration, utilizing viable sources to attract talent.
• Manage a team of recruiters or recruitment agencies and develop plans for talent acquisition aligned with customer needs. Enhance recruitment team capabilities through training and workshops.
• Conduct preliminary behavioral interviews for grade 12+ candidates to assess their eligibility and fit against required soft skills.
• Align travels with BUs for scheduled campaigns with agencies.
• Follow up with HR on the implementation of the onboarding program for newly hired employees and review probation reports to assess program effectiveness.
• Conduct periodic meetings with BUs to discuss pending cases, gather feedback, and address concerns.
• Plan participate, and conduct awareness programs and recruitment activities in universities, technical schools, job fairs, and forums to build a database of eligible candidates.
• Manage each division's visa allocation and coordinate with related departments to ensure alignment with visa availability.
• Negotiate deals with recruitment agencies and sign contracts after coordinating with Legal Affairs.
• Negotiate internally or externally to ensure offers are accepted and aligned.
• Manage specialized headhunting from the market through available sources or external agencies.
• Approach academic and technical institutes for student screening and selection as part of NAPCO National's student recruitment program.
• Conduct quarterly analysis and presentations to the HR Committee regarding recruitment activities, turnover analysis, time-to-fill, and identification of process bottlenecks.
• Monitor Saudization percentage at the group level and suggest corrective actions based on exit interviews.
• Manage special needs talent acquisition campaigns in collaboration with the Corporate Communication Department.
• Review the Recruitment Dashboard and assign newly created and approved IRCs (Internal Requisition Codes) to the respective recruiter.
• Hire selected candidates in the system, ensuring accurate HR details and correct Business Unit (BU) Payroll assignment.
• Provide new employee Oracle numbers to BUs and the Integration Unit to initiate their onboarding process.
