The Recruitment & Planning Chief Officer collaborates with the HR Head and Recruitment Specialist to plan, develop, and execute recruitment campaigns and fulfill requirements across GDMO. Their responsibilities encompass creating and implementing recruitment processes aligned with GDMO's strategic vision and expansion. Moreover, they oversee the management of contracts extended to successful candidates. The role requires strong teamwork skills and adherence to pertinent business policies and procedures while carrying out assigned duties.General Responsibilities:

• Collaborate closely with Directors/Heads across GDMO, aiding them in their recruitment requirements by establishing transparent processes, communication channels, and guidance, thereby assisting in the execution of their recruitment initiatives.

• Compile metrics and supportive documentation for the HR Head/Recruitment Specialist to aid in generating monthly KPI reports.
• Anticipate future staffing requirements based on organizational growth and strategic goals.
• Streamline the onboarding process for new hires, ensuring a seamless integration into the organization.
• Formulate and execute comprehensive manpower plans that align with the company's strategic objectives.
• Supervise the recruitment budget, developing and managing it efficiently to allocate resources effectively in meeting staffing needs

Recruitment Policies and Procedures

• Follow the GDMO recruitment policies and procedures, across interviewing, assessment and selection activities throughout the recruitment process

• Ensure Directors/Heads are aware of the recruitment policies and procedures when working together on a recruitment campaign or recruitment activities

Recruitment Activities and Support

• Assist the Recruitment Specialist in crafting a robust recruitment program to attract potential candidates to GDMO. This involves handling communication, posting vacancies, overseeing the assessment process (both technical and competency-based), and managing the interview phase.

• Oversee the entire recruitment process, starting from obtaining clearance and approval to recruit from DGHR and Finance, then creating job requisitions tagged to specific departments on the internal platform. This encompasses posting job requisitions internally and externally via platforms like dubai careers, managing and updating job requisitions as necessary, and actively sourcing candidates through archives or recommendations.
• Collaborate, either individually or with the Recruitment Specialist, depending on role seniority, to develop assessments and interview questions with the hiring manager. Manage the scheduling and execution of assessments and interviews, overseeing the process from planning to completion.
• Collaborate with hiring managers to review applications. Based on role seniority, either directly communicate with all candidates and arrange assessments and interviews for shortlisted candidates, or provide pertinent information to the Recruitment Specialist for further action.Depending on the seniority of the role being recruited, communicate with shortlisted candidates upon completion of the interviews and assessments and make a job offer to the selected candidates, or provide the relevant information to the Recruitment Specialist to carry out.
• Oversee the end-to-end offer process, from drafting and presenting offers to selected candidates (or collaborating with the Recruitment Specialist based on role seniority), facilitating negotiations (if applicable) in partnership with Finance and the hiring manager. This involves securing signed offers and conducting background checks to finalize the onboarding process.

• Maintain an updated database of potential candidates, inclusive of all applicants. Identify high-performing candidates who were not selected and tag them for potential future roles or vacancies.
• Efficiently handle and administer employee contracts, ensuring timely communication with successful candidates. Based on role seniority, directly engage with candidates throughout the process or provide essential information to the Recruitment Specialist for seamless execution.
• Vendor Management: Cultivate and manage relationships with external recruitment agencies, job boards, and other talent acquisition partners.
• Engage executive leadership by providing regular reports and insights regarding recruitment efforts and the status of the talent pipeline

Talent Acquisition and Succession Planning

• Develop and execute talent acquisition strategies tailored to attract top-tier candidates within a competitive market.

• Contribute to crafting and implementing the organization's succession planning strategy.
• Identify critical roles within the organization and potential internal successors.
• Drive development plans for high-potential employees, preparing them for future leadership positions.
• Assess the efficacy of the succession planning strategy and offer recommendations for enhancement.

Employee Performance Management:

• Designing, implementing, and enhancing the organization's performance management processes, providing guidance and support to managers and employees, and driving continuous improvement in employee performance

• Collaborate with managers and employees to establish clear, measurable performance goals and objectives and aligning individual goals with organizational objectives.
• Gather and analyze performance data to identify trends, strengths, weaknesses, and areas for improvement and provide insights to HR leadership and management teams.
• Develop and deliver training programs on performance management best practices for managers and employees.
• Facilitate regular feedback and coaching conversations between managers and employees to enhance performance.

QualificationsFunctional Experience :A minimum of 5 years of relevant experience in a similar roleLeadership/Supervisory

• A minimum of 3 years of working in a team.

Education and Qualification Required

• Bachelorxe2x80x99s degree in Human Resources, Business Administration or Business Management
• Additional Qualifications: CIPD Level 5.

Key Interactions & Nature of InteractionInternal:

• Partner with Directors/Heads to synchronize recruitment activities with their specific needs.
• Coordinate with other HR teams to facilitate HR-related activities, including the onboarding process for new recruits.
• Work closely with Finance and the recruiting Director/Head to confirm payroll budget availability while extending offers.
• Collaborate with the Strategy & Excellence team on strategic projects and initiatives, ensuring process excellence and adherence to KPI achievement and reporting standards.

External:

• Engage with recruitment agencies when necessary to complement recruitment efforts.

Technical Skills

• Expert: Knowledge of media communications and the press industry
• Expert: Knowledge of procurement, supply chain management and contracting
• Proficient: Knowledge of existing regulatory laws and procedures within UAE
• Proficient: Command of written and spoken Arabic and English

Behavioral Competencies

• Proficient: Effective communication
• Proficient: Leading and inspiring others
• Advanced: Decision making and problem solving
• Proficient: Financial awareness
• Proficient: Team Management and People Development
• Advanced: Evoking and Disseminating Positive Energy

Key Performance Indicators

• On-time delivery of recruitment campaigns/activities (%)

• Satisfaction rating [from Directors/ Managers] (% or NPS score)
• Quality of hire (performance of candidate over 12 months) (%)

JOBThis job has been sourced from an external job board.
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