Talent Acquisition Senior Specialist/ Specialist

A. PROFILE

Role Title: Talent Acquisition Senior Specialist/Specialist 
Reporting to: Talent Acquisition Manager
Division: Talent Acquisition 
Department / Section: People & Culture 

B. CONTEXT

Purpose: The Talent Acquisition Senior Specialist/Specialist supports the full life-cycle of recruiting, from sourcing to interviewing, selection and on-boarding. As a public face of U9, the Talent Acquisition Senior Specialist/Specialist is responsible creating a first-class candidate experience from initial application to final on-boarding.

Context: People & Culture Department sets the strategic direction and runs day to day operations of HR and facilities management. It is responsible for creating and implementing an integrated HR vision and operating plan that

Talent Acquisition supports the overall P&C Department by planning, developing, managing and overseeing recruitment processes and strategy in order to support the overall business strategy.

C. ROLE ACCOUNTABILITIES

Identify hiring needs across U9

• Working closely with hiring managers and HR professionals to ensure a seamless recruitment process by identifying hiring needs in line with department and organizational headcount plans
• Develop talent acquisition strategies and hiring plans
• Perform sourcing to fill open positions and anticipate future needs
• Plan and conduct recruitment and selection processes (interviews, screening calls etc.)
• Prepare job descriptions / job advertisements collaboratively with hiring managers
• Supervise TA Specialist & TA Executive to ensure fulfilling of right talents within hiring timeline
• To create reports and identify areas of improvement

Attract potential candidates through various channels

• Advertise open positions both internally and externally through a variety of channels (e.g. job portals, university portals, agencies, professional associations)
• Serve as a brand marketer for U9, communicating U9's employee value proposition and employment brand through digital media channels
• Build relationships with universities, alumni groups, and public organizations to find and attract applicants

Conduct screening, interview and selection processes

• Coordinate screening, shortlisting, interviewing and selection procedures
• Advise hiring managers on selection decision
• Facilitate offer process, from reference checks to negotiation, contracts and on boarding

Employer Branding

• End to End Process of Job Fairs & other recruitment events (Start from the scratch to the end delivery of the project)
• Lead employment branding initiatives under Talent Acquisition Function
• Take steps to ensure positive candidate experience

Comply with policies and regulations

• Ensure requisitions are aligned with annual headcount plan
• Review job descriptions/advertisements for compliance with HR guidelines
• Maintain awareness of employment legislation and advise line managers on industry practices, market intelligence and new regulations
• Vendor Payment Process which regards to Onboarding Items, Merchandise Items for Job Fairs through SAP System

D. KEY PERFORMANCE INDICATORS

• Average time to hire
• Hiring Manager & Candidate experience
• Quality of new hires
• Employer Branding

E. WORKING RELATIONSHIPS & DECISION MAKING

Interacts with:
Internal: U9 hiring managers, Sourcing Team, Finance Team, HR Team, Technology Team, Marketing Team
External: Recruitment agencies, University career counsellors, professional associations, Third Party Vendors

Decision Making

Compliance with regulations, sourcing channels

F. EXPERIENCE AND QUALIFICATIONS

Minimum Experience & Essential Knowledge

• 4 - 5 years of experience as a recruiter, HR business partner or similar position
• In-depth knowledge of talent acquisition strategies, talent markets and hiring methods
• Experience in full-cycle recruiting, sourcing and employment branding
• Understanding of all selection methods and techniques
• Working knowledge of Applicant Tracking Systems (ATS) and databases
• Working knowledge of SAP System for PO/PR & Vendor Payment Process
• Experience using social media channels to build employment brand and awareness
• Experience in developing and communicating employment brand and employee value proposition
• Excellent verbal and written communication skills
• Proficiency in Burmese and English (oral and written)

Minimum Entry Qualifications

• Bachelor's degree HR Management, business administration or relevant field from a recognized university