Expertise Acquisition Supervisor

SOS Youngsters’s Villages Ethiopia is an Worldwide Non-governmental group and a member of SOS Youngsters’s Villages Worldwide Federation. We began our humanitarian work in Ethiopia with the opening of our first Village in Mekelle, Northern a part of Ethiopia in 1974. Since then, now we have expanded our packages to totally different areas the place there are vital wants for intervention and the place we consider we are able to work in partnership with all related actors to deliver sustainable optimistic outcomes for kids’s and younger individuals.

Right this moment, now we have grown considerably to fulfill the persistent challenges that confront Ethiopian youngsters who’ve misplaced parental care and people which can be at risk of shedding their parental care. Working in shut collaboration with worldwide donors, native authorities and community-based organizations throughout seven program places; we aspire that each little one grows up with love, respect and security.

Why we want you?

We’re searching for a Expertise Acquisition Supervisor who will likely be liable for creating and executing a complete talent acquisition strategy for the group. The Expertise Acquisition Supervisor works carefully with division heads and site program group to grasp staffing wants and implement efficient recruitment and choice processes to establish and appeal to certified candidates.

What we offer?

A tremendous work surroundings that promotes private development by way of offering skilled house to develop and advance your profession!

Your function?

Whereas working with us as a Expertise Acquisition Supervisor you can be in control of the next:

strategy improvement

• Develop a talent acquisition strategy for the NA with the division heads and program places.
• Work carefully with the division heads in figuring out employees wants and creating a tailor-made recruitment plan accordingly.
• Develop and execute recruitment and sourcing methods to establish potential candidates for recognized and future vacant positions.
• Leveraging ICMIS platforms to streamline recruitment processes and improve candidate expertise.
• Set up key efficiency indicators (KPI) and metrics to trace the effectiveness of the methods and based mostly on the end result develop a plan for steady enchancment.
• Preserve updated on the most recent tendencies in talent acquisition and take the initiative in implementing new strategies for attracting expertise.

Recruitment planning and choice

• Collaboration with the division heads and program location to plot an annual staffing wants for the Nationwide Affiliation
• Supply and deploy certified and skilled workforces by implementing an efficient recruitment and choice course of in line with the rules.
• Develop expertise mapping for present and upcoming positions to make sure vacant positions are occupied by the best expertise and to make sure the method is efficient and effectively carried out. 
• Make sure the onboarding plan is ready and carried out at assigned departments and supply a mechanism to observe up on the onboarding and probation interval.
• Help in proposal improvement concerning the employees required on new tasks.
• Prepare supervisors and interview panelists fundamentals of Expertise Acquisition together with interviewing ability coaching.

candidate sourcing and relation management

• Create a optimistic expertise for the candidates from the invitation to numerous assessments to offering outcomes in line with the candidate’s optimistic expertise guideline.
• Display screen and source candidates with the best qualification that matches the necessities of the positions.
• Help in creating evaluation facilities with the hiring managers and guarantee Worth-based competency and Safeguarding are integrated within the assessments.
• Develop and preserve a powerful relationship with candidates throughout recruitment and choice.
• Be the focal individual for candidates for inquiries, points and required help.

Employer branding

• Creating employer branding methods to distinguish the group within the expertise market and appeal to high candidates.
• Help the design and implementation of enhancements to our employer worth proposition externally on LinkedIn and different platforms.
• Compose engaging, participating adverts and written supplies for potential candidates all through the method, building model engagement and sustaining knowledgeable picture. 
• Creating and implementing methods to boost the group’s repute as an employer of selection, each internally and externally.
• Monitoring and managing on-line critiques and suggestions from present and previous staff to handle any considerations and preserve a optimistic employer model picture.
• Constantly evaluating and refining employer branding efforts based mostly on suggestions, market tendencies, and the group’s evolving wants.

networking

• Interact with exterior networks and observe and preserve a database of contacts and connections for future recruitment wants and expertise pipeline improvement.
• Determine varied occasions resembling profession festivals. workshop, networking session and different business occasions to source potential candidates.
• Leveraging social media platforms resembling LinkedIn to attach with professionals and construct relationships with potential candidates.
• Monitoring and sustaining a database of contacts and connections for future recruitment wants and expertise pipeline improvement.

 documentation and reporting

• Getting ready supply letters and employment contracts for chosen candidates based mostly on the group’s job grade and advantages.
• Guarantee documentation associated to background checks, reference verifications, and different pre-employment screening processes, together with consent varieties and outcomes.
• Producing and analyzing recruitment metrics and key efficiency indicators (KPIs) to trace the effectiveness of talent acquisition methods.
• Compiling common studies on recruitment actions, together with time-to-fill, cost-per-hire, applicant high quality, and variety metrics.

individuals management

• Setting clear expectations and objectives for group members and conducting common efficiency evaluations to evaluate particular person and group efficiency in opposition to targets and aims.
• Recruiting, hiring, and onboarding new group members as wanted, guaranteeing that the group has the mandatory abilities, information, and sources to successfully execute talent acquisition.
• Serving as a liaison between the talent acquisition group and different stakeholders, speaking updates, progress, and challenges to make sure transparency and alignment of expectations.
• Follows up and appraises the efficiency of colleagues in his/her group and gives them with fast and related suggestions. 

 SAFEGUARDING 

• Be sure that safeguarding is built-in into recruitment and choice processes.
• Overview, establish gaps and strengthen recruitment processes to make sure rigorous compliance with the Safeguarding Coverage. 
• Be sure that all employment contracts and codes of conduct are signed by co-workers and representatives of the group additionally seek advice from the Safeguarding coverage. 
• Guarantee the best requirements of choice, recruitment and verification procedures are utilized. Candidates for any place, whether or not co-worker or volunteer, ought to disclose any earlier legal file. That is achieved by way of offering a police clearance or some other acceptable verify, and cross-checking of reference. 
• Be sure that all co-workers are supplied with orientation concerning the safeguarding through the first month of their employment code of conduct. 
• Guarantee sufficient working circumstances in all program places by implementing the requirements of the SOS Youngsters’s Villages Guide and the Human Assets Guide, additionally contemplating cultural and legal circumstances. 

Job Necessities

Up for the problem…

Then try our standards

Should Standards

• Training: MA diploma in Human Assets Administration, Administration, OD and associated subject of examine.
• Expertise: 5 years of expertise out of which 3 years in supervisory positions 

Competencies – Data, Expertise, Talents

• Confirmed expertise as a talent acquisition chief, with skilled teamwork, and using a standard system method to work required.
• Demonstrated potential of in depth use of creative sourcing instruments and networking abilities to attach with expertise in numerous positions.
• Capacity to investigate expertise information, establish tendencies, and make data-driven selections.
• Distinctive communication and collaboration abilities, fostering open dialogue, and successfully participating with stakeholders to drive profitable talent acquisition initiatives.
• Intensive expertise utilizing behavioral and or competency-based interviewing questions.
• A confirmed observe file of offering distinctive customer service.
• Expertise in planning and forecasting workforce staffing wants, together with pipeline.  
• Expertise utilizing the ICIMS or one other associated utility monitoring system.
• Expertise working in INGO is an added benefit.

LEAD AND CORE COMPETENCIES

Lead Competencies

• Position Mannequin: Act as a job mannequin for the group, dwelling our values and provoking and studying from others.
• Collaboration: Take away obstacles to participation, share determination making and construct partnerships.
• Empowerment: Promote inclusion and equitable sharing of power.
• Strategic Considering:  Reside the values and mission, setting life like objectives and translating them into actionable plans.

Core competency

• Kindness: Act with empathy in direction of everybody he/she works with.
• Steady Studying: Attempt to study, perceive, and develop as an individual, admitting your personal errors.
• Inclusiveness: In any actions present respect and look after others.
• Initiative: communicate up when issues are usually not proper, don’t hesitate to behave, and adapt to vary when obligatory.
• Outcomes Orientation: search for options and deal with desired outcomes.

Apply

Excited to tackle a brand new Problem..

Then ship us your utility (utility letter, detailed CV containing contact element of their references) electronically by way of SOS Youngsters Villages Utility portal (ICIMS)

Feminine candidates are extremely inspired to use.

Solely shortlisted candidates will likely be contacted.

SOS Youngsters’s Villages Ethiopia holds strict little one safeguarding ideas and a zero-tolerance coverage for conducts of sexual harassment, exploitation and abuse within the office and different locations the place the group’s actions are rendered.  Parallel to technical competence, recruitment, choice and hiring selections will give due emphasis to assessing candidates worth congruence and thorough background checks, police clearance reference verify processes.

SOS Youngsters’s Villages Ethiopia gives equal employment alternatives to all co-workers & certified candidates with out regard to race, color, faith, gender, ancestry, nationwide origin, age, incapacity, marital standing, or class.