Talent Acquisition Manager

• Degree in Human Resources, Psychology, Business or any other related field
  
• At least 6 years of work experience, working preferably in Talent Acquisition.
  
• Strong understanding of recruitment best practices, employment law, and HR compliance.
  
• Experience using Applicant Tracking Systems (ATS) and HRIS platforms.
  
• Demonstrated success in developing employer branding initiatives.
  
• Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives
  
• Strategic thinker with keen attention to detail and a strong ability to execute strategy.
  
• Solutions-oriented with a positive, 'can-do' attitude, able to prioritize tasks, and navigate shifting demands effectively
  
• Passionate commitment to F4E’s vision and values
  
• Collaborative mindset, a can-do attitude and the ability to work across departments effectively
  
• Strong analytical, written, and leadership skills with a focus on meeting deadlines.
  

Strategy & Planning

• Develop and implement talent acquisition strategies that align with the organization’s growth plans and workforce requirements.
  
• Partner with senior leadership and HR to forecast hiring needs and create workforce plans.
  
• Partner with hiring managers to understand role requirements and design effective recruitment strategies.
  
• Implement inclusive hiring practices to attract and retain diverse talent.
  
• Monitor recruitment processes to ensure fairness and compliance with DEI commitments.
  

Recruitment Lifecycle Management

• Oversee the end-to-end recruitment process, from job requisition to onboarding.
  
• Ensure consistent and high-quality candidate experiences throughout the recruitment cycle.
  
• Manage applicant tracking systems and recruitment tools to maintain accurate and efficient workflows.
  
• Continuously review recruitment policies, procedures, and tools to enhance efficiency.
  

Team Leadership

• Lead, coach, and develop the talent acquisition team to meet hiring goals.
  
• Allocate workload and provide guidance to ensure timely delivery of recruitment needs.
  

Employer Branding

• Drive employer branding initiatives to position the company as an employer of choice.
  
• Collaborate with marketing and communications teams to promote the Employee Value Proposition (EVP) through social media, career pages, and recruitment campaigns.
  

Reporting

• Leverage data and analytics to drive improvements in time-to-fill, cost-per-hire, and quality-of-hire.
  
• Provide regular updates and reports on recruitment metrics to leadership and HR teams.
  

Vendor & Partnership Management

• Manage relationships with external recruitment agencies, job boards, and other talent acquisition partners.
  
• Negotiate contracts and monitor vendor performance.