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, we’ve expanded our applications to completely different areas the place there are vital wants for intervention and the place we imagine we will work in partnership with all related actors to convey sustainable optimistic outcomes for kids’s and younger individuals.

Immediately, we’ve grown considerably to fulfill the persistent challenges that confront Ethiopian kids who’ve misplaced parental care and people which can be at risk of dropping 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’d like you?

We’re in search of a Expertise Acquisition Supervisor who will probably be accountable for growing 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 determine and entice certified candidates.

What we offer?

An incredible work setting that promotes private development by means of offering skilled area to develop and advance your profession!

Your function?

Whereas working with us as a Expertise Acquisition Supervisor you may be in command 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 workers wants and growing a tailor-made recruitment plan accordingly.
• Develop and execute recruitment and sourcing methods to determine 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 outcome develop a plan for steady enchancment.
• Hold updated on the most recent traits 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 plan 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 keeping with the rules.
• Develop expertise mapping for present and upcoming positions to make sure vacant positions are occupied by the proper 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 relating to the workers required on new tasks.
• Practice 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 varied assessments to offering outcomes in keeping with the candidate’s optimistic expertise guideline.
• Display and source candidates with the proper qualification that matches the necessities of the positions.
• Help in growing evaluation facilities with the hiring managers and guarantee Worth-based competency and Safeguarding are integrated within the assessments.
• Develop and preserve a robust relationship with candidates throughout recruitment and choice.
• Be the focal particular person for candidates for inquiries, points and required help.

Employer branding

• Creating employer branding methods to distinguish the group within the expertise market and entice prime 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 status as an employer of alternative, each internally and externally.
• Monitoring and managing on-line evaluations and suggestions from present and previous staff to deal with any issues and preserve a optimistic employer model picture.
• Constantly evaluating and refining employer branding efforts based mostly on suggestions, market traits, 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.
• Establish numerous occasions equivalent to profession festivals. workshop, networking session and different trade occasions to source potential candidates.
• Leveraging social media platforms equivalent to 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 provide 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 kinds and outcomes.
• Producing and analyzing recruitment metrics and key efficiency indicators (KPIs) to trace the effectiveness of talent acquisition methods.
• Compiling common stories on recruitment actions, together with time-to-fill, cost-per-hire, applicant high quality, and variety metrics.

individuals management

• Setting clear expectations and targets for group members and conducting common efficiency evaluations to evaluate particular person and group efficiency in opposition to targets and targets.
• Recruiting, hiring, and onboarding new group members as wanted, making certain that the group has the required expertise, data, and assets 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 offers them with quick and related suggestions. 

 SAFEGUARDING 

• Be sure that safeguarding is built-in into recruitment and choice processes.
• Overview, determine 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 consult with the Safeguarding coverage. 
• Guarantee the very 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 document. That is achieved by means of offering a police clearance or another acceptable examine, and cross-checking of reference. 
• Be sure that all co-workers are supplied with orientation relating to the safeguarding in the course of the first month of their employment code of conduct. 
• Guarantee ample working circumstances in all program places by implementing the requirements of the SOS Youngsters’s Villages Handbook and the Human Sources Handbook, additionally contemplating cultural and legal circumstances. 

Job Necessities

Up for the problem…

Then take a look at our standards

Should Standards

• Training: MA diploma in Human Sources Administration, Administration, OD and associated discipline of research.
• Expertise: 5 years of expertise out of which 3 years in supervisory positions 

Competencies – Information, Abilities, Skills

• Confirmed expertise as a talent acquisition chief, with skilled teamwork, and using a typical system method to work required.
• Demonstrated capability of in depth use of creative sourcing instruments and networking expertise to attach with expertise in several positions.
• Potential to investigate expertise information, determine traits, and make data-driven choices.
• Distinctive communication and collaboration expertise, 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 document of offering distinctive customer service.
• Expertise in planning and forecasting workforce staffing wants, together with pipeline.  
• Expertise utilizing the ICIMS or one other associated software monitoring system.
• Expertise working in INGO is an added benefit.

LEAD AND CORE COMPETENCIES

Lead Competencies

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

Core competency

• Kindness: Act with empathy in direction of everybody he/she works with.
• Steady Studying: Attempt to be taught, 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 should not proper, don’t hesitate to behave, and adapt to alter when vital.
• Outcomes Orientation: search for options and give attention to desired outcomes.

Tips on how to Apply

Excited to tackle a brand new Problem..

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

Feminine candidates are extremely inspired to use.

Solely shortlisted candidates will probably 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 choices will give due emphasis to assessing candidates worth congruence and thorough background checks, police clearance reference examine processes.

SOS Youngsters’s Villages Ethiopia offers 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.