Job Summary
The Talent Acquisition Specialist leads the recruitment activities in a timely manner, cost-effectively, and at high quality as per corporate policies and procedures. The job holder manages the talent acquisition life cycle for recruits including placement of postings, sourcing, screening, and interviewing the most qualified applicants, guidance on the selection of the best candidate, and offer negotiation. The job holder will also promote the company brand, drive labor marketing initiatives, and partner with preferred universities, as needed.

Key Responsibilities
• Source qualified candidates through a variety of channels including direct sourcing, job boards, referrals, networking, social media, etc. Deliver exceptional candidate slates by using well-proven, passive candidate recruiting methodologies
• Develop innovative attraction strategies including the identification of new sourcing channels. Share best practices, industry, and market intelligence data to support the Talent Acquisition (TA) team
• Develop and implement a Saudization Strategy for the organization in partnership with the business leaders to achieve the required Saudization target assigned to each business unit
• Establish and publish critical talent acquisition metrics that measure the quality, efficiency, and overall cost of recruitment
• Develop strong relationships with appropriate organizations for purposes of sourcing, networking, and leveraging alumni networks and other channels, as appropriate
• Attend career fairs and recruitment events that support the firm’s branding efforts, including speaking on panels, special interest groups, and opportunities to increase brand recognition in the recruitment marketplace
• Conduct interviews with candidates and guide the preparation of offer letters and standard employment contracts
• Develop induction programs and conduct orientation sessions on policies, procedures, job duties, working conditions, employee benefits, and career paths for recruits
• Support Human Resources teams with the development of staffing plans based on identified talent needs and gaps
• Develop, maintain, and manage a strong pipeline of talent (internal and external) for future firm needs
• Develop HR management reports and statistics, as needed
• Build capabilities within Talent Acquisition, develop leadership skills of direct reports, and ensure that training plans are in place to develop the Section’s staff

Requirements: