Expertise Acquisition Supervisor

SOS Kids’s Villages Ethiopia is an Worldwide Non-governmental group and a member of SOS Kids’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 packages to completely 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 carry sustainable constructive outcomes for youngsters’s and younger folks.

At present, we’ve grown considerably to satisfy 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 areas; we aspire that each baby grows up with love, respect and security.

Why we’d like you?

We’re on the lookout for a Expertise Acquisition Supervisor who will probably 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 workforce to grasp staffing wants and implement efficient recruitment and choice processes to establish and appeal to certified candidates.

What we offer?

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

Your position?

Whereas working with us as a Expertise Acquisition Supervisor you’ll be accountable for the next:

strategy growth

• Develop a talent acquisition strategy for the NA with the division heads and program areas.
• 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 primarily based on the end result develop a plan for steady enchancment.
• Maintain updated on the most recent tendencies in talent acquisition and take the initiative in implementing new methods 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 based on the rules.
• Develop expertise mapping for present and upcoming positions to make sure vacant positions are occupied by the suitable expertise and to make sure the method is efficient and effectively carried out. 
• Make sure the onboarding plan is ready and applied at assigned departments and supply a mechanism to comply with up on the onboarding and probation interval.
• Assist in proposal growth concerning the employees required on new tasks.
• Practice supervisors and interview panelists fundamentals of Expertise Acquisition together with interviewing talent coaching.

candidate sourcing and relation management

• Create a constructive expertise for the candidates from the invitation to varied assessments to offering outcomes based on the candidate’s constructive expertise guideline.
• Display screen and source candidates with the suitable qualification that matches the necessities of the positions.
• Assist in creating evaluation facilities with the hiring managers and guarantee Worth-based competency and Safeguarding are included 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 assist.

Employer branding

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

networking

• Interact with exterior networks and monitor and preserve a database of contacts and connections for future recruitment wants and expertise pipeline growth.
• Establish numerous occasions corresponding to profession gala’s. workshop, networking session and different trade occasions to source potential candidates.
• Leveraging social media platforms corresponding 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 growth.

 documentation and reporting

• Getting ready provide letters and employment contracts for chosen candidates primarily based 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 studies on recruitment actions, together with time-to-fill, cost-per-hire, applicant high quality, and variety metrics.

folks management

• Setting clear expectations and targets for workforce members and conducting common efficiency evaluations to evaluate particular person and workforce efficiency towards targets and aims.
• Recruiting, hiring, and onboarding new workforce members as wanted, guaranteeing that the workforce has the mandatory expertise, information, and assets to successfully execute talent acquisition.
• Serving as a liaison between the talent acquisition workforce 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 workforce and supplies them with fast and related suggestions. 

 SAFEGUARDING 

• Make sure that safeguarding is built-in into recruitment and choice processes.
• Evaluate, establish gaps and strengthen recruitment processes to make sure rigorous compliance with the Safeguarding Coverage. 
• Make 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 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 prison document. That is completed by means of offering a police clearance or another acceptable verify, and cross-checking of reference. 
• Make 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 situations in all program areas by implementing the requirements of the SOS Kids’s Villages Guide and the Human Assets Guide, additionally contemplating cultural and legal situations. 

Job Necessities

Up for the problem…

Then take a look at our standards

Should Standards

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

Competencies – Information, Expertise, Skills

• Confirmed expertise as a talent acquisition chief, with skilled teamwork, and using a standard system method to work required.
• Demonstrated skill of in depth use of creative sourcing instruments and networking expertise to attach with expertise in several positions.
• Potential to investigate expertise knowledge, establish tendencies, and make data-driven choices.
• Distinctive communication and collaboration expertise, fostering open dialogue, and successfully partaking with stakeholders to drive profitable talent acquisition initiatives.
• Intensive expertise utilizing behavioral and or competency-based interviewing questions.
• A confirmed monitor 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

• Position Mannequin: Act as a job mannequin for the group, dwelling our values and galvanizing 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 Pondering:  Dwell the values and mission, setting life like targets and translating them into actionable plans.

Core competency

• Kindness: Act with empathy in the 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: converse up when issues will not be proper, don’t hesitate to behave, and adapt to alter when essential.
• Outcomes Orientation: search for options and give attention to desired outcomes.

The way 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 Kids Villages Software portal (ICIMS)

Feminine candidates are extremely inspired to use.

Solely shortlisted candidates will probably be contacted.

SOS Kids’s Villages Ethiopia holds strict baby safeguarding rules 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 verify processes.

SOS Kids’s Villages Ethiopia supplies 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.