ROLES AND RESPONSIBILITIES Main purpose of the role: The Talent Business Partner is responsible for overseeing the entire recruitment process for the organization with direction from the relevant People & Culture Team members.
The position works closely with the P&C team, department heads and hiring managers to identify recruitment needs, create job descriptions, source and screen candidates, and coordinate interviews.
The Talent Business Partner collaborates with hiring managers and P&C team to ensure the successful delivery of recruitment activities.
The role requires constant communication and interaction with the Head of People & Culture & People & Culture Team.
The Talent Business Partner shares knowledge and experience with colleagues freely and contributes to the continuous improvement of team and company processes and procedures.
Key responsibilities: - Manage the entire recruitment process, including job postings, candidate sourcing, screening, and coordinating interviews.
- Work closely with People & Culture team to understand management's recruitment needs and create job descriptions that attract top talent.
- Develop and maintain relationships with external recruitment agencies and job boards to ensure a consistent pipeline of qualified candidates.
- Manage the external recruitment agencies service level agreements.
- Screen resumes and applications to identify qualified candidates and schedule interviews.
- Conduct screening online and/or in-person interviews with potential candidates and provide feedback to P&C Team.
- Evaluate candidates based on their interview and assignment performance.
- Implement & manage the assessment centres.
- Continuously update and maintain careers website and all career portals.
- Update the various business applicant trackers to ensure latest information and process status is being documented and communicated to business partners, providing insights and solutions.
- Sourcing active and passive candidates from online and internal databases, job boards and from employee referrals.
- Liaising with People & Culture, hiring manager's and candidates to ensure that they are fully prepared for the recruitment, interview, pre-employment screening, onboarding and induction process.
- Continuously review recruitment infrastructure, processes, and systems with a view to recommend and establish a full candidate life-cycle best practice.
- Ensure compliance with employment laws and regulations, minimizing the company's exposure to adverse outcome of complaints, litigation, audits and inspections.
- Manage employee referral program, and ensuring the policy is adhered to.
- Report to P&C team, and Head of People & Culture on status of open positions.
- Manage the recruitment policy and procedures - Analyse, evaluate and report on the efficiency of the recruitment processes, focusing on costs and recruitment resources to make recommendations where necessary.
- Track and evaluate skills and trends in order to mitigate risk, ensure contingency and capitalize on opportunities through collaboration with management.
Health & Safety Responsibilities Managers and supervisors carry both legal and company responsibilities for ensuring the health and safety of their employees, those under their control, and those who might be affected by the work undertaken, i.e., public, visitors and employees of other organizations.
This includes ensuring risk assessments are conducted and mitigation measures are clearly communicated and understood by individuals.
Managers must also ensure that individuals have the necessary understanding, competence, and application of requirements to work safely and without harming the environment.
Employees are responsible for ensuring they fully understand the health and safety risks involved in their work activities and their responsibility to apply the controls needed to manage those risks to acceptable levels.
Similarly, where work activities can have an adverse impact upon the environment, and particularly where there are legal requirements, employees are responsible for understanding those impacts and the controls they must ensure are applied.
REPORTING RELATIONSHIPS The position reports directly into: Head of People & Culture QUALIFICATIONS AND CERTIFICATIONS Must-have Qualifications and Certifications: At least a Bachelor's Degree in human resources management, business administration or related field.
RELEVANT EXPERIENCES Must-have years of professional experiences: At least 5 years of professional experiences in recruitment Experience in recruiting for large volumes of multiskilled profiles.
Preferred years of industry experiences: At least 2 years in the renewables industry is an advantage.
Extensive experience in recruiting for a wide range of positions, permanent and fixed term contracts, with employees based at corporate and site level, COMPETENCIES Technical competencies: - Strong knowledge of recruitment best practices and sourcing techniques.
- Good knowledge of labour legislation.
- 360 volume recruitment skills sourcing, interviewing and onboarding candidates preferably in the renewable energy sector.
- Sound knowledge of MS 365 office: Word, Excel, PowerPoint, MS Teams.
- Experience in an online HR management system or an ERP would be an advantage.
Behavioral competencies: - Excellent planning, organizing and time management skills.
- Excellent communication skills, both oral and written.
- Meticulous, with high attention to detail.
- Action-orientated: able to take tasks to completion.
- Very strong inter-personal skills, able to build relationships and effectively communicate organizational levels.
- Able to maintain a very high degree of confidentiality.
- Collaborative approach with a focus on the success of the team or project.