Talent Acquisition and Onboarding Manager – Garowe

Job Summary

The Talent Acquisition and On-boarding Manager is responsible for developing and implementing strategies to attract and retain top talent for CARE Somalia. This role will oversee the recruitment process, from sourcing and screening candidates to onboarding new hires, ensuring a smooth and positive experience for all stakeholders.

The Talent Acquisition and Onboarding Manager will lead efforts in talent acquisition, working closely with hiring managers and HR professionals to ensure a seamless recruitment process. This position will be responsible for continuously seeking out top talent, developing a compelling employment brand, and fostering positive relationships with candidates and employees.

Job Responsibilities:

Talent Acquisition Strategy (30%)

• Create and execute innovative and effective talent acquisition strategies aligned with CARE Somalia’s organisational goals.
• Utilize various sourcing methods, including job boards, social media platforms, networking events, and employee referrals, to attract a diverse pool of qualified candidates.
• Collaborate with hiring managers to understand their department’s staffing needs and develop tailored recruitment plans.
• Enhance CARE Somalia’s employer brand by promoting its mission, values, and culture to attract top talent.
• Manage the talent acquisition budget effectively, ensuring cost-efficient recruitment processes

Recruitment Process Management (25%)

• Oversee the entire recruitment process, from job requisition to offer acceptance, ensuring a seamless and positive candidate experience.
• Review resumes, conduct initial screenings, and coordinate interviews to evaluate candidates’ qualifications and fit for the organisation.
• Schedule and facilitate interviews with hiring managers and other stakeholders, ensuring timely feedback to candidates.
• Work with hiring managers to develop selection criteria and assessment tools to identify the best candidates for open positions.
• Ensure compliance with local labour laws and CARE Somalia’s policies and procedures throughout the recruitment process.

Onboarding and Integration: (25%)

• Design and implement a comprehensive onboarding program that introduces new hires to CARE Somalia’s culture, values, and policies.
• Collaborate with hiring managers and department heads to create integration plans for new hires, including orientation schedules and training opportunities.
• Ensure that the onboarding process is designed to align new hires with the organisation’s mission, vision, and values. This can include incorporating specific organisational goals and objectives into the onboarding program.
• Emphasize cultural integration by helping new hires understand and embrace the organisation’s culture. This can involve providing cultural orientation sessions, introducing new hires to key cultural aspects of the organisation, and facilitating interactions with senior leaders and key stakeholders.
• Recognize that different roles within the organisation may require different onboarding approaches.
• Customize the onboarding process to meet the specific needs of different roles, ensuring that each new hire receives the information and support they need to succeed in their role.
• Leverage technology to streamline and enhance the onboarding process. This can include using online onboarding portals, video tutorials, and interactive tools to deliver onboarding content and facilitate communication with new hires.
• Implement metrics to measure the effectiveness of the onboarding process. This can includes tracking new hire performance, retention rates, and feedback from new hires to identify areas for improvement and ensure that the onboarding process is achieving its objectives.
• Regularly review and update the onboarding process to incorporate feedback from new hires and best practices in onboarding. This can help ensure that the onboarding process remains effective and relevant to the organisation’s needs.
• Gather feedback from new hires and hiring managers to continuously improve the onboarding process.

Metrics and Reporting: (15%)

• Establish key performance indicators (KPIs) to measure the effectiveness of the talent acquisition and onboarding processes.
• Focus on quality metrics that measure the effectiveness of the talent acquisition and onboarding processes. This can include metrics such as time-to-fill, quality of hire, and new hire retention rates.
• Analyze recruitment and onboarding data to identify trends, gaps, and areas for improvement.
• Use data and analytics to identify trends, patterns, and areas for improvement in the talent acquisition and onboarding processes. Use this information to make informed decisions and drive continuous improvement.
• Generate regular reports on recruitment metrics, such as time-to-fill, cost-per-hire, and candidate satisfaction, and present findings to senior management.
• Use data-driven insights to make recommendations for enhancing the recruitment and onboarding processes, improving efficiency, and reducing time-to-fill.
• Link talent acquisition and onboarding metrics to the employee experience to ensure that new hires are engaged and productive from day one. This can include measuring new hire satisfaction and onboarding effectiveness

Other Responsibilities As Assigned: (5%)

Qualifications

Education

• Bachelor’s degree in Human Resources Management, Business Administration, or a related field; Master’s

Experience and Skills

Required

• At least 3 years of experience in talent acquisition, recruitment, or a related field, preferably in the NGO sector.
• Strong knowledge of recruitment best practices and current trends in talent acquisition.
• Excellent communication, interpersonal, and organizational skills.
• Ability to work effectively in a fast-paced environment and manage multiple priorities.
• Proficiency in Microsoft Office and experience with applicant tracking systems (ATS).

Desired

• Drive for results – ability to shorten time to fill by improving efficiency
• Problem-solving skills – ability to identify recruiting challenges and propose solutions
• Sourcing savvy – knowledge of search strings.
• Ability to find and reach out to passive candidates with personalised messages that build relationships and prompt great people to apply.
• Organizational skills.
• Ability to lead searches through methodical steps and to adhere to timelines.
• Ability to multitask – to manage multiple searches for positions at different stages.