Talent Acquisition Manager – SAVE THE CHILDREN

By Osama Elsheikh Last updated Aug 28, 2021

About SAVE THE CHILDREN

The Save the Children Fund, commonly known as Save the Children, was established in the United Kingdom in 1919 to improve the lives of children through better education, health care, and economic opportunities, as well as providing emergency aid in natural disasters, war, and other conflicts.

Save the Children is the world’s leading independent organization for children. We work in 120 countries. We save children’s lives; we fight for their rights; we help them fulfil their potential. We work together, with our partners, to inspire breakthroughs in the way the world treats children and to achieve immediate and lasting change in their lives. We have over two million supporters worldwide and raised 1.9 billion dollars last year to reach more children than ever before, through programmes in health, nutrition, education, protection and child rights, also in times of humanitarian crises. Following a major transition, our international programmes are now delivered through a merged operation with 15,000 staff, managed through seven regional hubs and reporting to a relatively small, central office.

Headquarters: London, United Kingdom

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ROLE PURPOSE:

The talent acquisition manager is responsible for filling positions in the company by sourcing viable candidates and assessing their suitability to the company. The talent acquisition manager is also responsible for ensuring that current employees are satisfied with the company.

To be successful as a talent acquisition manager you must have excellent interpersonal skills and a passion for working with others. A good talent acquisition manager is incredibly organized and able to multitask.

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SCOPE OF ROLE:

Reports to: Head of HR

Staff reporting to this post: HR Assistant

Role Dimensions: Country office members: SMT & ESMT, Hiring Managers, Training providers.

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KEY AREAS OF ACCOUNTABILITY:

Talent Acquisition Manager Responsibilities:
Create a talent acquisition strategy.
Interview candidates who are applying for a job.
Assess the needs of current employees.
Adjust employee benefits according to observed needs.
Conduct employee satisfaction surveys.
Visit job fairs at schools or universities.

Supports the Head of HR with Strategic Human Resources Planning

Supports the Head of HR in Designing and managing staffing strategies to ensure that the organization acquires and retains a qualified workforce capable of meeting organizational challenges in both development and emergency contexts
Supports the Head of HR in providing a generalist HR service to managers across a full range of HR issues, handle and advise on involved people management issues.
Works with Country Office Head of departments, program managers to review staffing structures, grading, job profiles, and evaluations.
Coordinates follow-ups on HR annual action plans implementation of HR Manual, service level agreement, and coordinate HR audits.
Proactively contributes to the development and review of HR policies, procedures, guidelines, and business processes, to ensure that everything we do is efficient, cost-effective, and legally compliant.
Supports the Head of HR in identifying strategies and formulation of policies that promote and are not limited to reward and compensation, employee retention, succession planning; workforce planning; career progression.
Supports Head of HR in establishing HR departmental measures that support accomplishing the organization’s strategic goals.
Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.

Human Resources Administration Management

Contributes to the promotion and development of Regional and Global HR network.
Ensure implementation of HR systems, policy, and practice in key HR areas such as recruitment (surge capacity), induction, training, performance management, and well being
Provides operational HR support with local recruitment, induction, discipline, and grievance issues
Makes use of all available policy, practice, checklists, and guidelines (HR minimum standards, emergencies HR toolkits) and ensure Save the Children good practice is in place
Oversee effective and efficient use of Oracle and Taleo for talent acquisition and employee management to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
Guides on HR issues, policy interpretation, problem resolution, and compliance with organizational standards and labor law.
Acts as a focal point for inducting all new international staff and visiting consultants, including on their requirements for alien registration, stay visas, work permits, ID cards, etc. in coordination with Liaison Officer & Risk & Compliance Director
Supports Head of HR in negotiations related to HR contracts (payroll, health, and safety, etc.) with legal advisors to secure the organization’s interests.
Monitors and advise on disciplinary matters under established policies and procedures.
Mediates conflict, grievances, and harassment cases.

Staff Wellbeing & work-life balance initiatives

Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote high employee morale and motivation.
Conducts periodic surveys to measure employee satisfaction and employee engagement.
Identifies and monitors the organization’s culture to support its goals and promotes employee satisfaction, including work-life balance and staff wellbeing.
Assists Head of HR in managing organization-wide committees, including the wellness, training, environmental health and safety, activity, and culture and communications committees.

Talent identification and development

Assists the Head of HR in building an environment that attracts and develops a top diverse talent team.
Accelerates talent development through L&D programs, regular feedback, support the Head of HR in building talent pipelines through succession planning and clear career paths, talent Reviews at all levels (SMT and ESMT, for country office units and departments, for operational field offices) to gain better insight and understanding of talent, identify strengths and development opportunities, ascertain career aspirations, and clarify next steps for Sudan staff.

Learning and Development Co-ordination

Prepares and manages all L&D initiatives and activities and arranges for logistical support. This includes:
Coordinates learning interventions (face-to-face programs and mandatory training, e-learning, workshops) invitations. And other program-related communications with the participants, their managers, and the HR team. Assisting participants before, during, and after training programs. Ensure that all participant have dully filled the Training & Development standard Form and has the form signed by their line managers and authorized by the Country Director.
Administers the evaluation of training, including post-program satisfaction surveys, pre, and post-learning assessments, and training programs follow-up. Document and track all L&D data and create monthly reports on L&D activity.
Coordinates the Country Learning and Development plan every year and follow the implementation of the plan with budget holders and departments’ senior lead.

Recruitment Process for national and international non-SMT staff

Coordinates the recruitment process with HAC Labour Department and provides technical support to hiring managers. This includes: coordinate job advertisements, prepare venues for written test and oral interviews, update hiring line managers/Units and departments with dates and time, prepare new selected candidate letter of offer, contract of employment and have them signed by CD and endorsed by HAC Labour Department.
Updates and share a comprehensive recruitment tracker with the Head of HR, SMT, and other relevant Units and Departments.
Ensures all recruitment processes follow the safe recruitment standards, including Job Descriptions Child Safe Guarding leveling and specific responsibilities, CSG policies, and code of conduct dully shared and signed CSG face-to-face training the first three months of hire.
Assists the Head of HR and relevant hiring managers coordinate shortlisting, written tests, and oral interviews for non-SMT international staff and keep proper records.

Deployment Management

Assists in the management of deployment opportunities in the region or outside the region, follow the line manager’s mandatory approval mandatory for all deployments, the Country Director final approval, the receiving country office or deploying country office approvals and cover off all the costs and charging codes.
Keep proper records of all deployment opportunities related documents, including deployment agreements, deployment evaluation form, and deployed staff CVs, TORs, and personal records.

Child Safeguarding & Safeguarding framework recruitment focus on follow up duties

Ensures compliance with Save the Children policies and practice concerning child safeguarding, code of conduct, health and safety, equal opportunities, and other relevant policies and procedures in all practices
Ensures all selected candidates to SC employment opportunities are not potential child abusers, and they have a considerable level of knowledge on Child Safeguarding.
Facilitates induction to new staff on Anti-harassment and ensuring the signature of the policy
Takes the necessary steps implemented within the CO / RO before any contractual agreement to ensure that all employees, consultants, volunteers, and seconders are vetted before working at SCI. (checked against sanctions lists)

Reports

Develops and disseminates management reports on KPIs, employee turnover, headcount, demographics, and other reports to key stakeholders to make informed decisions.
Analyzes data generated through reports to propose recommendations for improving HR services and function.

BEHAVIOURS (Values in Practice)

Accountability:

holds self-accountable for making decisions, managing resources efficiently, achieving and role modeling Save the Children values
holds the team and partners accountable to deliver on their responsibilities – giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance, and applying appropriate consequences when results are not achieved.

Ambition:

sets ambitious and challenging goals for themselves and their team takes responsibility for their personal development and encourages their team to do the same
widely shares their unique vision for Save the Children, engages and motivates others
future-orientated thinks strategically and on a global scale.

Collaboration:

builds and maintains effective relationships with their team, colleagues, Members and external partners, and supporters
values diversity sees it as a source of competitive strength
approachable, good listener, easy to talk to.

Creativity:

develops and encourages new and innovative solutions
willing to take disciplined risks.

Integrity:

honest, encourages openness and transparency; demonstrates highest levels of integrity

QUALIFICATIONS

Master’s degree in Management, Human Resources Management, Business administration, Social sciences, or other related fields from an accredited university.

Introduction To Human Resource Management

EXPERIENCE AND SKILLS

Essential

Prior 5-8 years’ experience at HR management level
Proven operational HR track-record – experience of providing a senior generalist HR service to managers across a full range of HR issues
Excellent skills in handling and advising on complex people management issues
Experience of and well-developed skills in recruitment and selection
Good attention to detail
Understanding staff care for humanitarian staff, in particular approaches to welfare, stress, R&R, and debriefing
Excellent skills in Microsoft Excel/Word.
Good facilitation skills and ability to deliver induction briefing/training
Strong communication (written and spoken), and interpersonal skills in English, with experience in managing multicultural teams.
Fluent in English and Arabic.

Desirable:

NGO experience within a complex country program in emergency response/humanitarian environments.
Experience of working in remote bases or exposure to a different experience with limited infrastructure and direct support.

Additional job responsibilities

The duties and responsibilities as set out above are not exhaustive. The role holder may be required to carry out additional duties within reasonableness of their level of skills and experience.

Equal Opportunities

The role holder must carry out the duties following the SCI Equal Opportunities and Diversity policies and procedures.

Child Safeguarding:

We need to keep children safe, so our selection process, which includes rigorous background checks, reflects our commitment to protecting children from abuse.

Females are strongly encouraged to apply for this post.

How To Apply

Application, full CV, copy of qualifications and experience certificates should be delivered directly to HAC Labour Department, Khartoum – End of Gamojoria Street. Only short-listed candidates will be contacted for written tests and interviews. All inquiries should be addressed directly to Labour office_HAC Khartoum. The closing date will be on the day: 29/August/2021. Any application after this date will not be considered. All interviews were done in HAC Labour Dep.

Disclaimer: Save the Children International does not charge any kind of fee at whichever stage of the recruitment process and does not act through recruitment agents. SCI will be undertaking child safeguarding checks for all candidates. The selected candidate will be asked to provide police checking prior to signing the contract.

For jobs from SAVE THE CHILDREN visit: SCI Jobs Page