Senior HR Specialist - Talent Acquisition and Talent Management

Talent Acquisition:

• Lead and manage all recruitment activities (white-collar and blue-collar) across Ventures business units.
• Partner with hiring managers to define workforce needs and recruitment strategies.
• Source, screen, interview, and close candidates efficiently using internal sourcing, referrals, and external agencies.
• Manage job postings, interview scheduling, and offer rollouts in line with approval workflows.
• Maintain a live tracker and report on hiring metrics – time-to-fill, cost per hire, etc.
• Coordinate with PRO and onboarding team to ensure smooth post-offer joining process.

Performance Management:

• Drive the annual performance review cycle – from goal setting to appraisal finalization.
• Design and roll out role-wise KRA/KPI templates and performance tracking tools.
• Guide line managers on conducting effective performance discussions and ratings.
• Track completion of reviews and prepare performance dashboards for leadership.
• Support calibration discussions, bonus alignment, and rating moderation.

Talent Development:

• Work with Head – People & Culture to identify high-potential talent and critical roles.
• Maintain records of performance outcomes to support succession and development planning.
• Assist in identifying training needs emerging from review cycles.

Qualifications:

Bachelor’s degree in Human Resources or Business Administration.

MBA or post-graduate diploma in HR is preferred.

Experience:

6–10 years of HR experience with a strong track record in recruitment and performance management.

Prior experience in a multi-industry or fast-paced setup preferred.

Exposure to blue-collar and white-collar hiring in the GCC is an advantage.

Skills:

Strong stakeholder management and communication skills.

Proficiency in Excel and familiarity with recruitment/HRMS systems.

Process-oriented with an eye for detail.

Ability to manage multiple priorities and deadlines across business units.

Key Result Areas:

• Hiring Effectiveness: Fulfill open positions within agreed SLAs; maintain high candidate conversion rate.
• Performance Cycle Compliance: 100% completion of goal setting, mid-year, and final reviews.
• Data Accuracy: Ensure accuracy in performance records and recruitment dashboards.
• Stakeholder Satisfaction: Positive feedback from business units on hiring quality and HR process reliability.

Process Discipline: Adherence to internal HR and audit processes.