High Volume Recruitment Team Leader - MENA

Job description / Role

Job Description

Responsible for developing appropriate high volume talent acquisition strategies and managing the end-to-end high volume talent acquisition process for roles within the Middle East and North Africa (MENA) markets and assigned business areas. To deliver to agreed targets ensuring that the right candidates are recruited, at the right time, at the right price. Partnering with the business, the role holder will provide both consultative and transactional talent acquisition support for MENA to deliver a comprehensive and value added service, covering the recruitment of all employed worker (internal and external) local and cross border hires and transfers, ensuring all talent acquisition activity is aligned to and effectively communicates the employer brand.

Key Roles & Responsibilities

DELEGATION OF AUTHORITY
To sign and issue letters of appointment, transfer, secondment, suspension, dismissal and such other related human resources / industrial relations issues, up to the Grade scale of Band 5, as and when decided by the Bank.

PEOPLE MANAGEMENT
Manage a team of High Volume Talent Acquisition Specialists/Coordinators, coaching, developing and engaging them to ensure targets are met/exceeded (time, quality, price and customer satisfaction)
Ongoing monitoring/management of team workloads and capacity (for direct reports) and ability to influence across the matrix/region to achieve optimal deployment of resources and optimal service delivery to stakeholders
Engage with Global stakeholders as and when required.

TARGETS, BUDGETS AND GOVERNANCE
Guide the business on talent acquisition planning (first principles)
Ensure robust Hiring Forecasting is in place (working with Business and HRBP's from the business Workforce Plans) to enable effective capacity and budget modeling.
Agree and deliver direct sourcing and cost saving targets
Deliver the budgeted resource plans for roles within assigned business areas
Ensure compliance with relevant operational processes and people risk controls, and employment legislation
Escalate any issues and risks, as appropriate so that they can be appropriately tracked and managed
Provide ad hoc support to the Regional / Country Head, Talent Acquisition, as required
Where capacity is in question, the individual is required to work with the Line Manager (LM) to resolve any capacity concerns.
Where Group involvement is required, this role may require the individual to work with the respective Regional TA teams (outside of MENA) including:
- Coordination of management information for global reporting purposes.
- Completing/consolidating dashboards and status reports

NEEDS DEFINITION
Conduct structured business needs discussions with hiring managers in MENA before candidate search commences, identifying the key role and candidate requirements, and agreeing the sourcing and selection strategy, SLA and respective roles and accountabilities, updating the JR accordingly
Agree administration needs with Talent Acquisition Coordinators
Provide a full consultative service to line managers with regards to the recruitment industry and market trends.
Primary focus is in MENA. Work required outside of MENA to be considered secondary and should be delivered by the relevant in country TA team.
As a general guideline, work involving Group related activities should not exceed 25% of the role requirements.

SOURCING
Design and deliver innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases
Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including:
- Conducting pure research and name generation activities
- Online advertising (careers website, external job board postings) and automated electronic candidate searches
- Alumni
- Database mining, using social networking sites etc. Contacting potential candidates who have posted their information on the internet, consistently generating leads from applicants over the phone or face to face
- Searching in-house databases (talent lists, CV database), creating hot lists, keeping high quality declined candidates warm and on 'potential prospect' lists
- Networking at professional and trade events, and careers fairs, and partnering with Government Labour Agencies
- Engaging and managing external PSL recruitment agencies, where required
- Vendor selection and engagement
Develop multi-hire sourcing approaches and work in partnership with colleagues across the network to tap in to overseas sourcing channels and co-ordinate global campaigns
Provide market insights to key stakeholders in the MENA region as part of the build up in formulating Retention Strategy, Talent Pipelining and Succession planning
Fulfillment of roles outside the MENA region to be supported and delivered by their respective region/country. If the Region (outside of MENA) does not have the capability, the individual can provide support in the form of guidance/advice and coordination to resolve bottlenecks but direct delivery should be avoided.
Participate in intern, graduate and MA recruitment events and activities (e.g. careers fairs), as required.
Ensure effective Candidate Pool is available within the Candidate Management System (Avature) to enable fast turnaround of requirements.

SELECTING
Develop effective pre-screening questions in PeopleSoft to maximize process efficiency, short listing CVs against the JR requirements, actively reviewing and challenging the diversity of talent pools
Efficient end to end applicant management for each JR i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with Talent Acquisition Coordinator regarding interview and assessment arrangements, briefing and preparing candidates for interview (directly or via agencies)
Conduct preliminary assessments, as required, assessing candidates' talents, fit and readiness, setting realistic role expectations
Advise hiring managers on the appropriate assessment tools for different roles, developing relevant interview questions and analysing selection reports (as applicable) to assess the implications of candidates' strength profiles. Advise on use of Panel Interviews to expedite hiring process.
Advise hiring managers on which candidates to progress to the next stage, ensuring the right decisions are made, challenging the business' recommendations as required
Complete identification, legal right to work and address verification during interview process
Manage any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained (via Talent Acquisition Coordinators, as appropriate)
Co-ordinate timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates. Responsible for updating interview notes in PeopleSoft and ensuring timely and appropriate completion of the same by co-interviewers

HIRING
Ensure all required approvals are obtained before offers are made
For international moves: work with relevant stakeholders to determine the applicable international move policy type; initiate cost estimate generation and obtain hiring manager approval; prepare the business case for the international move and ensure completion of all move approval requirements (including supporting the business in setting appropriate move objectives and end of assignment plans). Attend new hire assignee briefing calls
Support the IM Operations team in managing exceptions requests for international moves, as required
Negotiate offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with Reward, IM and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies
Liaise with Talent Acquisition Coordinator to ensure accurate and timely contract issuance following verbal offer. Liaise with IM Operations to ensure timely assignment letter development / issuance
Manage work permit applications and extensions for new hires and in-country transfers, where required
Improve candidate conversion rates (first offer made to acceptance ratio) through effectively diagnosing and selling the most relevant points for each individual

PRE-EMPLOYMENT
Ensure pre-employment checks are completed in line with global minimum standards, managing any discrepancies or delays with the vendor, candidate or hiring manager (as appropriate)
Responsible for ensuring all Talent Acquisition related Right Start pre-employment global standards are met or exceeded for candidates under remit (i.e. issuing of contracts and induction packs, timely Bank ID creation and issuing notifications to hiring managers, HRBPs etc, confirming start dates and their Right Start responsibilities)
Develop pre-joining strategy, maintaining regular contact with candidates and keeping them warm post offer acceptance

END OF ASSIGNMENT
Work with line managers and other relevant stakeholders (e.g. Home Talent Acquisition team) to plan and make appropriate on-assignment and end of assignment decisions, and implement accordingly

EMPLOYER BRAND AND EMPLOYER VALUE PROPOSITION
Ensure the employer brand is fully leveraged, and embedded in talent acquisition touch points (including candidate and vendor interactions), ensuring full understanding and alignment by Hiring Managers and HRBPs to deliver consistency of message and optimal candidate experience
Deliver full compliance to employer brand governance process

RELATIONSHIP MANAGEMENT
Effectively collaborate with, and respond to, colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required
Deliver a high degree of sponsorship, engagement and buy-in/understanding between the business and Talent Acquisition, Increase awareness of Talent Acquisition's total service offering and hiring managers' responsibilities, ensuring that credibility is earned quickly and the role holder is sought out for advice and engaged at the outset of all recruitment, optimizing frontline delivery
Work collaboratively and share knowledge/best practice with Talent Acquisition professionals in other countries with a specific focus on MENA.

REPORTING & SYSTEM MANAGEMENT
Use PeopleSoft to drive the end-to-end talent acquisition process, recording all relevant details associated to job requisitions and candidates in a timely manner, ensuring applicants are categorized effectively in the CV database for easy and fast retrieval, and regularly conducting system 'housekeeping'
Analyse dashboards, reports and MI to proactively monitor internal and external conditions, using these findings to deliver operational excellence and continuous improvement e.g. more effective and efficient channel management, candidate conversion
Regular updates for MENA with HRBPs regarding JRs raised, work in progress etc

How To Apply

Please apply online. To help speed up your application, please note the following:

- You will need to log in (or register if you are visiting our careers site for the first time) before you can apply for a specific role

- Some roles may require you to undertake an online talent assessment in addition to completing the application form (to facilitate this process it is preferable that you provide us with an email address as part of your contact information)
- We will ask you about your education, career history and skills and experience, it may be helpful to have this information at hand when completing your application

It usually takes 15 - 20 minutes to complete the application form; you can save your application at any time and return to complete it at your convenience.

Diversity & Inclusion

Standard Chartered is committed to diversity and inclusion. We believe that a work environment which embraces diversity will enable us to get the best out of the broadest spectrum of people to sustain strong business performance and competitive advantage. By building an inclusive culture, each employee can develop a sense of belonging, and have the opportunity to maximise their personal potential.

Requirements

Qualifications & Skills

ESSENTIAL
Proven recruitment experience (in-house or search firm) of contingency and multi channel recruitment, with a successful track record in effective job filling within a complex recruitment model / environment
Proven track record in developing and delivering High Volume recruitment strategies and processes
Able to deal with high recruitment volumes, managing multiple vacancies at any time across a variety of disciplines
Proven track record as an effective leader of a small sized team, coaching, managing and engaging the team to deliver high performance Understanding and some experience of developing sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget. Some experience of managing / working with PSLs and non-PSLs and good knowledge of the market place, competitors and best practice
Consulting / diagnostic skills (e.g. probing to identify underlying needs, effective questioning to provoke broader thinking about resource requirements, capability gaps etc)
Sound communication and influencing skills, enabling the role holder to network effectively, establish credibility quickly, build sustainable relationships, relate to candidates and hiring managers, push back on hiring managers / agencies and effectively sell Standard Chartered Bank to individuals
Gravitas to deal with senior hiring managers and junior to middle management level candidates
Innovative, pragmatic, commercial, and customer-focused approach
Excellent reasoning skills and the ability to screen and interview applicants while making sound judgments on suitability
Ability to deal with conflict, and remain positive when under pressure
Customer-focused approach
Sound reasoning skills and the ability to screen and interview applicants while making sound judgments on suitability for the role / organization
Track record of working in a very organized way, multi-tasking, prioritising, managing data, and setting and achieving deadlines (both short and medium term)
Experience of analysing recruitment management information and using this to identify and initiate improvements
Knowledge of / exposure to relevant employment legislation (e.g. data protection)

DESIRABLE
Proven experience in implementing High Volume recruitment processes and process improvements.
Knowledge of HR databases (e.g. PeopleSoft)
Experience in an international professional services / banking environment
Proven experience in working in a complex matrix, with a broad base of cultures, dealing with demanding and fast-paced client groups
Demonstrable knowledge of banking / divisions

About the Company

Standard Chartered Bank started in 1958 in UAE with its first branch in Sharjah. The Group’s business gradually increased in Dubai with the opening of several branches and today, Dubai is the administrative hub of the Middle East and South Asia Region. In its 43rd year, the Bank enjoys the position of having the most extensive branch network among foreign international banks in UAE with 10 branches emirate-wide.

Standard Chartered is an international bank, focused on the established and emerging markets of Asia, Africa, the Middle East and Latin America with an extensive global network of more than 600 offices in over 50 countries. The three principal business groups are Global Markets, Personal Banking and Corporate and Institutional Banking.

In UAE, we are one of the leading banks, offering an extensive range of products and services for personal customers, local companies, multinational corporate and financial institutions.