Talent Acquisition Manager

المجدوعي للسيارات; Dammam; On-site; SAR 150,000 - 200,000; Full time

Job summary

شركة رائدة في مجال السيارات في الدمام تبحث عن مدير استقطاب موهوب لتنفيذ استراتيجيتها في جذب واستقطاب المهارات العالية. سيقود هذا المنصب مبادرات رقمية تشمل تحسين أدوات التوظيف وإتمام العمليات بنجاح. يتطلب الدور خبرة في التوظيف وقيادة الفرق مع فهم عميق للقوانين العمالية السعودية. يتطلب أيضاً التحدث باللغة العربية بطلاقة مع معرفة بالإنجليزية.

Benefits

دوام كامل

بيئة عمل مهنية

Qualifications

• خبرة 7-10 سنوات في الاستقطاب، مع إثبات الخبرة القيادية.
• فهم قوي لسوق العمل السعودي ومتطلبات السعودة.
• الطلاقة في اللغة العربية مطلوبة وإن proficiency في الإنجليزية ميزة قوية.

Responsibilities

• تطوير وتنفيذ استراتيجية استقطاب شاملة تتماشى مع أهداف العمل.
• الإشراف على دورة التوظيف الكاملة وضمان نتائج توظيف عالية الجودة.
• التأكد من تقديم الدعم للجهات المعنية وتحقيق رضا المديرين.

Skills

تخطيط القوى العاملة والتوظيف الاستراتيجي

التكنولوجيا الرقمية والتوظيف

تحليل البيانات وتصميم لوحات المعلومات

قيادة وإدارة التغيير

الشراكة والتأثير مع الجهات المعنية

بناء علامات العمل وجذب المواهب

Education

درجة البكالوريوس في الموارد البشرية أو إدارة الأعمال

Tools

أنظمة تتبع الطلبات (ATS)

أدوات التحليل البياني

Job description

Job Purpose:

To lead and execute the talent acquisition strategy in alignment with the company’s objectives, ensuring the attraction and hiring of high-quality talent, ensuring the attraction, selection, and onboarding of high-quality talent. The position also leads recruitment digitization initiatives, including ATS implementation, recruitment analytics, and AI-enabled sourcing, in compliance with local labor laws and regulations.

Key Roles & Responsibilities:

Talent Acquisition Strategy & Workforce Planning

• Develop and implement a comprehensive talent acquisition strategy aligned with business objectives and HR strategy.
• Translate workforce plans into structured recruitment roadmaps covering short- and long-term talent needs.
• Support succession planning by building internal and external talent pipelines for critical roles.

Recruitment Operations & Delivery

• Oversee the end-to-end recruitment lifecycle, including manpower planning, sourcing, screening, interviewing, selection, offer management, and onboarding.
• Ensure timely, cost-effective, and high-quality hiring outcomes across all business units.
• Standardize recruitment policies, procedures, and competency-based assessment tools.

Interview & Evaluation Process Management

• Oversee interviews and assessments to ensure the selection of the best-fit candidates.

Talent Sourcing

• Strengthen the employer brand through digital platforms, social media, job portals, career fairs, and professional networks.
• Build strategic partnerships with universities, recruitment agencies, and local talent development programs (e.g., Tamheer, Cooperative Training, Graduate Programs).
• Introduce innovative sourcing strategies, including passive talent mapping and digital outreach.

Recruitment Technology, ATS & AI Enablement

• Lead the selection, implementation, and integration of a new Applicant Tracking System (ATS) aligned with business and compliance requirements.
• Drive the adoption of AI-enabled recruitment tools, including CV screening, candidate matching, chatbots, and predictive analytics.
• Ensure seamless integration between the ATS and HRIS, payroll, and onboarding systems.
• Manage data migration, system testing, user training, and post-implementation optimization.

Recruitment Dashboards, Analytics & Reporting

• Design and implement real-time recruitment dashboards for senior management and HR leadership.
• Track and analyze recruitment metrics such as time to fill, quality of hire, source effectiveness, cost per hire, and Saudization progress.
• Provide actionable insights through data analytics to improve hiring decisions and workforce planning.
• Establish governance and data accuracy standards for recruitment reporting.

Saudization & Regulatory Compliance

• Ensure recruitment strategies support Saudization (Nitaqat) objectives and national talent development initiatives.
• Ensure full compliance with Saudi Labor Law, MHRSD, GOSI, and internal HR policies.
• Maintain audit-ready recruitment documentation and accurate system records.

Stakeholder & Business Partnership

• Partner with senior leadership and hiring managers to understand talent requirements and advise on market trends and hiring strategies.
• Maintain high levels of hiring manager satisfaction through effective service delivery and communication.

Leadership & Team Management

• Lead, coach, and develop the recruitment team to drive high performance and continuous improvement.
• Set clear performance objectives, track KPIs, and conduct regular performance evaluations.
• Promote a customer‑centric recruitment function that supports business needs.

Qualifications & Requirements:

• Bachelor’s degree in human resources, Business Administration, or a related field.
• Minimum of 7–10 years of experience in talent acquisition, with proven leadership experience.
• Proven experience in ATS implementation, recruitment digitization, and AI‑enabled hiring tools.
• Strong understanding of the Saudi labor market, Saudization requirements, and employment regulations.
• Hands‑on experience with ATS, HRIS, recruitment dashboards, and data analytics tools.
• Native Arabic Speaker is required; English proficiency is a strong advantage.

Core Competencies:

• Strategic workforce and recruitment planning
• Recruitment technology and digital transformation
• Data analytics and dashboard design
• Leadership and change management
• Stakeholder partnership and influence
• Employer branding and talent attraction

Key Performance Indicators (KPIs):

• Time to Fill
• Quality of Hire
• New hire retention rate
• Hiring manager satisfaction
• Achievement of annual recruitment plan