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 totally different areas the place there are important wants for intervention and the place we imagine we are able to work in partnership with all related actors to carry sustainable constructive outcomes for youngsters’s and younger individuals.

Right now, we’ve grown considerably to satisfy the persistent challenges that confront Ethiopian youngsters who’ve misplaced parental care and people which might be at risk of dropping 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 want 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 placement program group to grasp staffing wants and implement efficient recruitment and choice processes to determine and appeal to certified candidates.

What we offer?

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

Your function?

Whereas working with us as a Expertise Acquisition Supervisor you’ll be in command of 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 workers 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 primarily based on the end result develop a plan for steady enchancment.
• Hold updated on the newest developments 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 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 correct 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 observe up on the onboarding and probation interval.
• Help in proposal growth concerning the workers required on new initiatives.
• Prepare supervisors and interview panelists fundamentals of Expertise Acquisition together with interviewing ability coaching.

candidate sourcing and relation management

• Create a constructive expertise for the candidates from the invitation to numerous assessments to offering outcomes in line with the candidate’s constructive expertise guideline.
• Display and source candidates with the correct 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 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 high candidates.
• Help the design and implementation of enhancements to our employer worth proposition externally on LinkedIn and different platforms.
• Compose enticing, participating 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 alternative, each internally and externally.
• Monitoring and managing on-line evaluations and suggestions from present and previous staff to deal with any considerations and preserve a constructive employer model picture.
• Repeatedly evaluating and refining employer branding efforts primarily based on suggestions, market developments, 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 growth.
• Establish numerous occasions corresponding to profession gala’s. workshop, networking session and different business 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 experiences 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 aims.
• Recruiting, hiring, and onboarding new group members as wanted, guaranteeing that the group has the required abilities, information, 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 gives them with quick and related suggestions. 

 SAFEGUARDING 

• Make 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. 
• 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 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 felony file. That is completed by offering a police clearance or another applicable test, 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 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 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 standard system method to work required.
• Demonstrated capacity of intensive use of creative sourcing instruments and networking abilities to attach with expertise in several positions.
• Capability to research expertise knowledge, determine developments, 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 software monitoring system.
• Expertise working in INGO is an added benefit.

LEAD AND CORE COMPETENCIES

Lead Competencies

• Function Mannequin: Act as a task mannequin for the group, residing our values and provoking and studying from others.
• Collaboration: Take away limitations to participation, share determination making and construct partnerships.
• Empowerment: Promote inclusion and equitable sharing of power.
• Strategic Considering:  Dwell the values and mission, setting sensible 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 take care of others.
• Initiative: converse up when issues usually are not proper, don’t hesitate to behave, and adapt to vary when needed.
• Outcomes Orientation: search for options and give attention to desired outcomes.

How one can 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 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 youngster 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 test 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.