Key Responsibilities


1. Talent Acquisition (80%)


- Full -Cycle Recruitment: Manage the entire hiring process from sourcing and screening to final offer negotiation for various departments.

- Sourcing Strategy: Utilize LinkedIn Recruiter, job boards, social media, and qualified networks to build a robust pipeline of passive and active candidates.

- Stakeholder Management: Partner with hiring managers to define job requirements, ideal candidate profiles, and interview scorecards.

- Employer Branding: Enhance the company’s presence on platforms like Glassdoor and LinkedIn to attract high -quality applicants.

- Data -Driven Hiring: Track recruitment metrics (Time -to -Hire, Cost -per -Hire, Source Quality) and provide weekly reports to leadership.

2. HR Operations & Engagement (20%)

- Onboarding: Create a seamless "Day 1" experience, ensuring all documentation, equipment, and introductions are handled professionally.

- HRIS Management: Maintain and update employee records in the HR database, ensuring 100% data accuracy and compliance.

- Policy & Compliance: Assist in the implementation of HR policies and ensure adherence to local labor laws.

- Employee Relations: Act as a point of contact for employee queries regarding benefits, leave, and company policies.

- Engagement Initiatives: Organize monthly team -building activities and support internal communication efforts.

Required Qualifications & Skills

- Experience: 4–7 years of experience in HR, with at least 3 years focused heavily on recruitment.

- Education: Bachelor’s degree in HR, Business Administration, or a related field (MBA in HR preferred).

- Tech Savvy: Proficiency with Applicant Tracking Systems (ATS), LinkedIn Recruiter, and MS Excel.

- Communication: Exceptional verbal and written communication skills with the ability to "sell" the company vision to candidates.

- Mindset: A proactive "hunter" mentality for recruitment combined with a meticulous eye for detail in administrative tasks.