HR / Corporate Sourcing Generalist at HR / Corporate Sourcing Generalist

Technical Responsibilities
Client Engagement:

• Engage with organizations seeking to address talent gaps across various industries.
• Liaise with industry leaders, HR managers, heads of agencies and those in the helm of affairs to keep track of their talent needs.
• Keep a pulse on the industry, identify current trends, follow up on organizations and accurately meet the organization’s talent needs.
• Identify and zero in on potential organizations by assessing service offerings and requirements.
• Initiate communication with these organizations through methods such as cold calls, emails, and other channels.
• Develop compelling messages and presentations to effectively convey our value proposition and highlight the competencies of our organization.
• Build and nurture relationships with external organizations to explore collaboration opportunities, including talent acquisition, training, HR services, and strategic alliances.
• Conduct market research to identify trends, best practices, and potential synergies with external entities to enhance our HR strategies.
• Collaborate with other teams to negotiate and manage partnership agreements, contracts, and service-level agreements.
• Oversee and coordinate HR-related projects and initiatives in collaboration with external partners, ensuring successful implementation and achievement of objectives.
• Establish and monitor key performance indicators (KPIs) to measure the effectiveness of external partnerships and report progress to HR and executive leadership.
• Ensure all external engagements comply with relevant laws, regulations, and company policies.

Recruitment & Selection:

• Collaborate closely with external organizations, hiring managers, HR colleagues, and project owners to understand hiring needs and align recruitment efforts.
• Utilize various online platforms, job boards, and social media networks to source for these candidates.
• Employ Boolean search techniques to identify potential candidates with specific skills.
• Collate CVs and save them in our database for future reference.
• Evaluate candidates' resumes, work experience, and qualifications to determine their suitability for specific roles.
• Use competency-based interview techniques to assess candidates' abilities and alignment with job requirements.
• Develop a deep understanding of the cultural nuances and expectations related to the target language and region.
• Prepare and present candidates to organizations, highlighting their relevant skills, experience, and language abilities.
• Provide clear and concise feedback to both candidates and hiring managers.
• Stay informed about industry-specific trends, salary benchmarks, and competitive hiring landscapes in regions where the second language is prevalent.
• Proactively source candidates through various channels, such as job boards, social media, networking events, and referrals.

Institutional Responsibilities

• Strong organizational skills for managing client data, interview notes, and other documentation and ability to generate reports and analytics to track HR metrics.
• Collaboration skills to work effectively with both internal and external stakeholders, hiring managers, HR colleagues, and other departments.
• A commitment to staying updated on industry best practices, diversity and inclusion initiatives, and HR-related trends.
• Willingness to engage in professional development opportunities.
• A commitment to promoting diversity and inclusion in any hiring process.
• Strategies to attract and engage candidates from diverse linguistic backgrounds.
• High ethical standards and professionalism in all interactions with candidates, colleagues, and external partners.

Duty Station:

• The role is in Talent Lab’s Head Office but will require client calls in and outside the FCT.

Required Competencies:
Core requirements

• Demonstrated ability to use technology for all HR activities.
• Proficiency in sourcing and identifying clients to fulfill their talent requirements.
• Proficient in sourcing and engaging professionals effectively.
• Ability to conduct effective interviews and assess candidate qualifications & Skill in sourcing and attracting top talent.
• Understanding of HR laws, regulations, and compliance and knowledge of HR best practices and industry trends.
• A commitment to continuous learning and staying updated on HR trends and identifying and addressing personal development needs.
• Awareness of industry trends, salary benchmarks, and competitive hiring landscapes in the developmental industry.
• Knowledge of relevant labor laws and regulations to ensure compliance in the hiring process.

Required Education and Experience

• Bachelor’s Degree in Human Resources, Business Administration, Marketing, Social Sciences, or related field;
• Minimum of three (3) years of progressive and proven experience as an HR Generalist, client sourcing, business development, and sales particularly in the development sector.
• Professional HR certification (e.g., SPHRi, PHRi, CIPM).
• Knowledge of relevant employment laws and regulations.
• Strong organizational and problem-solving skills.
• Equal employment opportunity statement