Senior Talent Acquisition Specialist

Nesma Infrastructure & Technology; Riyadh; Vor Ort; SAR 120.000 - 180.000; Vollzeit

Zusammenfassung

Nesma Infrastructure & Technology in Riyadh seeks an experienced Talent Acquisition Specialist to lead end-to-end recruitment for local and overseas hiring, with emphasis on engineering, technical, and project-based roles. You will develop sourcing strategies, manage complex vacancies, and ensure timely delivery while aligning with manpower plans and policies.

The role requires 5–8 years of progressive recruitment experience, strong knowledge of Saudi labor regulations, and proficiency with

Qualifikationen

• Bachelor's degree in Human Resources, Business Administration, Engineering, or related field.
• 5–8 years of progressive recruitment experience, preferably including technical and project-based hiring.
• Experience managing complex and hard-to-fill vacancies independently.
• Strong experience in local and overseas recruitment, including international agency coordination.
• Experience in construction, infrastructure, electrical projects, EPC, utilities, or engineering industries is highly preferred.

Aufgaben

• End-to-end recruitment management from requisitions to candidate joining.
• Handle complex, critical, and hard-to-fill vacancies across engineering, technical, professional, and project-based functions.
• Develop sourcing strategies and talent pipelines for current and future requirements.
• Screen candidates, conduct competency-based interviews, and assess technical qualifications with hiring managers.
• Manage offers, negotiations, approvals, and candidate follow-up.
• Ensure timely recruitment delivery in line with KPIs and SLAs.
• Source candidates via LinkedIn Recruiter, job portals, referrals, and headhunting.
• Lead recruitment for Saudi nationals in support of Saudization objectives.
• Build talent pools for engineering, electrical, infrastructure, and project-based roles.
• Engage with universities and technical institutes for talent pipelines.
• Provide market intelligence on availability and salary expectations.
• Coordinate overseas interviews, assessments, and offer processing.

Kenntnisse

LinkedIn Recruiter

ATS/HRIS

Head hunting

Microsoft Excel

High-volume recruitment

English communication

Ausbildung

Bachelor's degree in HR/Business/Engineering

Tools

LinkedIn Recruiter

Recruitment tracking tools

Jobbeschreibung

To independently manage end-to-end recruitment activities for local and overseas hiring, with a strong focus on engineering, technical, specialized, and high-volume project requirements. The role is responsible for delivering qualified talent within agreed timelines, managing complex recruitment assignments, supporting workforce mobilization, and ensuring alignment with approved manpower plans, recruitment policies, and business objectives.

Key Responsibilities:

1. End-to-End Recruitment Management

• Independently manage the full recruitment lifecycle, from approved job requisitions through candidate joining.
• Handle complex, critical, and hard-to-fill vacancies across engineering, technical, professional, and project-based functions.
• Develop effective sourcing strategies and talent pipelines for current and future recruitment requirements.
• Conduct candidate screening, competency-based interviews, and technical qualification assessments in coordination with hiring managers.
• Manage employment offer preparation, negotiations, approvals, and candidate follow-up.
• Ensure timely recruitment delivery in line with agreed KPIs and SLAs.

2. Local Recruitment & Talent Sourcing

• Source qualified candidates through LinkedIn Recruiter, job portals, referrals, professional networks, and direct headhunting.
• Lead recruitment activities for Saudi nationals in support of Saudization objectives.
• Build talent pools for specialized engineering, electrical, infrastructure, and project-based positions.
• Develop relationships with universities, technical institutes, and professional networks.
• Provide market intelligence on candidate availability, salary expectations, and recruitment challenges.
• Manage assigned overseas recruitment requirements and international hiring campaigns.
• Coordinate with approved international recruitment agencies to source and shortlist qualified candidates.
• Support high-volume recruitment campaigns for technicians, skilled workers, supervisors, and engineering positions.
• Coordinate overseas interviews, assessments, candidate selection, and offer processing.
• Follow up with agencies and relevant departments on candidate documentation, medical examinations, visas, and mobilization schedules.
• Monitor recruitment agency performance, candidate readiness, and deployment timelines.
• Escalate recruitment delays and non-compliance with agreed service requirements.

4. Manpower Planning & Business Partnership

• Work closely with hiring managers, Project Managers, and Resource Allocation teams to understand manpower requirements.
• Review recruitment priorities against approved manpower plans, budgets, and project mobilization schedules.
• Advise stakeholders on recruitment feasibility, market availability, and realistic hiring timelines.
• Support urgent and critical manpower requirements across multiple projects.
• Proactively identify recruitment risks and recommend appropriate sourcing solutions.

5. Recruitment Systems, Reporting & Data Quality

• Maintain accurate and updated recruitment information in the ATS/HRIS and recruitment trackers.
• Monitor job requisitions, candidate pipelines, vacancy aging, and recruitment progress.
• Prepare recruitment progress reports and provide updates on critical vacancies.
• Ensure timely and accurate candidate stage updates, interview feedback, offer status, and joining information.
• Analyze recruitment bottlenecks and recommend improvements to sourcing and hiring processes.
• Support recruitment data reconciliation and compliance with reporting standards.

6. Compliance & Recruitment Quality

• Ensure recruitment activities comply with company policies, applicable labor regulations, and approval requirements.
• Verify candidate documentation, qualifications, employment history, and eligibility.
• Review employment offers for accuracy and alignment with approved grades, compensation structures, and hiring approvals.
• Coordinate with HR Operations and Onboarding teams to ensure complete candidate handover.
• Maintain recruitment documentation and confidentiality throughout the hiring process.

7. Team Support & Knowledge Sharing

• Provide technical guidance and coaching to junior Talent Acquisition Specialists and Officers.
• Support the Talent Acquisition Supervisor in recruitment prioritization and workload coordination.
• Share sourcing techniques, recruitment market insights, and best practices with the team.
• Assist in improving recruitment workflows, templates, SOPs, and candidate experience.
• Support recruitment projects and process improvement initiatives as assigned.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, Engineering, or a related field.
• 5–8 years of progressive recruitment experience, preferably including technical and project-based hiring.
• Proven experience managing complex and hard-to-fill vacancies independently.
• Strong experience in local and overseas recruitment, including international agency coordination.
• Experience in construction, infrastructure, electrical projects, EPC, utilities, or engineering industries is highly preferred.
• Proven experience in direct sourcing, headhunting, and high-volume recruitment.
• Good knowledge of Saudi labor regulations, Saudization requirements, and overseas recruitment procedures.
• Proficiency in LinkedIn Recruiter, ATS/HRIS systems, Microsoft Excel, and recruitment reporting tools.
• Strong English communication skills; Arabic is preferred.

Key Performance Indicators (KPIs)

• Recruitment Target Achievement
• Time-to-Fill for Assigned Vacancies
• Critical and Hard-to-Fill Vacancy Closure
• Qualified Shortlist Delivery
• Interview-to-Offer Conversion Rate
• Offer Acceptance and Candidate Joining Rate
• Overseas Recruitment and Mobilization Timeliness
• Vacancy Aging Reduction
• Recruitment Data Accuracy and Completeness