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 have now expanded our applications 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 convey sustainable constructive outcomes for youngsters’s and younger folks.

Immediately, we have now 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 areas; we aspire that each youngster grows up with love, respect and security.

Why we’d like you?

We’re in search of a Expertise Acquisition Supervisor who will likely be accountable for creating and executing a complete talent acquisition strategy for the group. The Expertise Acquisition Supervisor works intently with division heads and placement program crew to know staffing wants and implement efficient recruitment and choice processes to determine and entice certified candidates.

What we offer?

An incredible work surroundings that promotes private progress by way of offering skilled area to develop and advance your profession!

Your position?

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

strategy growth

• Develop a talent acquisition strategy for the NA with the division heads and program areas.
• Work intently 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 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 end result develop a plan for steady enchancment.
• Hold updated on the newest traits 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 in response to the rules.
• Develop expertise mapping for present and upcoming positions to make sure vacant positions are occupied by the appropriate 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.
• Help in proposal growth relating to the employees required on new initiatives.
• Prepare 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 in response to the candidate’s constructive expertise guideline.
• Display and source candidates with the appropriate 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 keep a powerful relationship with candidates throughout recruitment and choice.
• Be the focal individual for candidates for inquiries, points and required assist.

Employer branding

• Growing 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 enticing, partaking adverts and written supplies for potential candidates all through the method, building model engagement and sustaining an expert 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 issues and keep a constructive employer model picture.
• Repeatedly 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 keep a database of contacts and connections for future recruitment wants and expertise pipeline growth.
• Establish varied occasions reminiscent of profession gala’s. workshop, networking session and different trade occasions to source potential candidates.
• Leveraging social media platforms reminiscent of 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 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.

folks management

• Setting clear expectations and objectives for crew members and conducting common efficiency evaluations to evaluate particular person and crew efficiency in opposition to targets and aims.
• Recruiting, hiring, and onboarding new crew members as wanted, guaranteeing that the crew has the required expertise, information, and sources to successfully execute talent acquisition.
• Serving as a liaison between the talent acquisition crew 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 crew and supplies them with speedy and related suggestions. 

 SAFEGUARDING 

• Be sure that safeguarding is built-in into recruitment and choice processes.
• Evaluate, 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 discuss with 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 prison document. That is completed by way of offering a police clearance or some other 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 sufficient working circumstances in all program areas 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 take a look at our standards

Should Standards

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

Competencies – Data, Abilities, Talents

• Confirmed expertise as a talent acquisition chief, with skilled teamwork, and using a standard system method to work required.
• Demonstrated capability of in depth use of creative sourcing instruments and networking expertise to attach with expertise in numerous positions.
• Capability to investigate expertise knowledge, determine traits, and make data-driven choices.
• Distinctive communication and collaboration expertise, fostering open dialogue, and successfully partaking with stakeholders to drive profitable talent acquisition initiatives.
• In depth 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 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, residing our values and provoking 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 lifelike objectives 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 be taught, perceive, and develop as an individual, admitting your individual errors.
• Inclusiveness: In any actions present respect and look after others.
• Initiative: communicate up when issues usually are not proper, don’t hesitate to behave, and adapt to vary when needed.
• Outcomes Orientation: search for options and deal with desired outcomes.

The best way to 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 Software portal (ICIMS)

Feminine candidates are extremely inspired to use.

Solely shortlisted candidates will likely be contacted.

SOS Youngsters’s Villages Ethiopia holds strict youngster 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 examine processes.

SOS Youngsters’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.