Talent Acquisition Manager

Who we are

SOS Children’s Villages Ethiopia is an International Non-governmental organization and a member of SOS Children’s Villages International Federation. We started our humanitarian work in Ethiopia with the opening of our first Village in Mekelle, Northern part of Ethiopia in 1974. Since then, we have expanded our programs to different regions where there are significant needs for intervention and where we believe we can work in partnership with all relevant actors to bring sustainable positive outcomes for children’s and young people.

Today, we have grown significantly to meet the persistent challenges that confront Ethiopian children who have lost parental care and those that are at risk of losing their parental care. Working in close collaboration with international donors, local government and community-based organizations across seven program locations; we aspire that every child grows up with love, respect and security.

Why we need you?

We are looking for a Talent Acquisition Manager who will be responsible for developing and executing a comprehensive talent acquisition strategy for the organization. The Talent Acquisition Manager works closely with department heads and location program team to understand staffing needs and implement effective recruitment and selection processes to identify and attract qualified candidates.

What we provide?

 

An amazing work environment that promotes personal growth through providing professional space to grow and advance your career!

Your role?

While working with us as a Talent Acquisition Manager you will be in charge of the following:

Strategy development

• Develop a talent acquisition strategy for the NA with the department heads and program locations.
• Work closely with the department heads in identifying staff needs and developing a tailored recruitment plan accordingly.
• Develop and execute recruitment and sourcing strategies to identify potential candidates for identified and future vacant positions.
• Leveraging ICMIS platforms to streamline recruitment processes and enhance candidate experience.
• Establish key performance indicators (KPI) and metrics to track the effectiveness of the strategies and based on the result develop a plan for continuous improvement.
• Keep up to date on the latest trends in talent acquisition and take the initiative in implementing new techniques for attracting talent.

Recruitment planning and selection

• Collaboration with the department heads and program location to devise an annual staffing needs for the National Association
• Source and deploy qualified and experienced workforces by implementing an effective recruitment and selection process according to the guidelines.
• Develop talent mapping for current and upcoming positions to ensure vacant positions are occupied by the right talent and to ensure the process is effective and efficiently performed. 
• Ensure the onboarding plan is prepared and implemented at assigned departments and provide a mechanism to follow up on the onboarding and probation period.
• Support in proposal development regarding the staff required on new projects.
• Train supervisors and interview panelists basics of Talent Acquisition including interviewing skill training.

Candidate sourcing and relation management

• Create a positive experience for the candidates from the invitation to various assessments to providing results according to the candidate's positive experience guideline.
• Screen and source applicants with the right qualification that fits the requirements of the positions.
• Support in developing assessment centers with the hiring managers and ensure Value-based competency and Safeguarding are incorporated in the assessments.
• Develop and maintain a strong relationship with candidates during recruitment and selection.
• Be the focal person for candidates for inquiries, issues and required support.

Employer branding

• Developing employer branding strategies to differentiate the organization in the talent market and attract top candidates.
• Support the design and implementation of improvements to our employer value proposition externally on LinkedIn and other platforms.
• Compose attractive, engaging adverts and written materials for prospective candidates throughout the process, building brand engagement and maintaining a professional image. 
• Creating and implementing strategies to enhance the organization's reputation as an employer of choice, both internally and externally.
• Monitoring and managing online reviews and feedback from current and past employees to address any concerns and maintain a positive employer brand image.
• Continuously evaluating and refining employer branding efforts based on feedback, market trends, and the organization's evolving needs.

Networking

• Engage with external networks and track and maintain a database of contacts and connections for future recruitment needs and talent pipeline development.
• Identify various events such as career fairs. workshop, networking session and other industry events to source potential candidates.
• Leveraging social media platforms such as LinkedIn to connect with professionals and build relationships with potential candidates.
• Tracking and maintaining a database of contacts and connections for future recruitment needs and talent pipeline development.

 Documentation and reporting

• Preparing offer letters and employment contracts for selected candidates based on the organization's job grade and benefits.
• Ensure documentation related to background checks, reference verifications, and other pre-employment screening processes, including consent forms and results.
• Generating and analyzing recruitment metrics and key performance indicators (KPIs) to track the effectiveness of talent acquisition strategies.
• Compiling regular reports on recruitment activities, including time-to-fill, cost-per-hire, applicant quality, and diversity metrics.

People management

• Setting clear expectations and goals for team members and conducting regular performance evaluations to assess individual and team performance against targets and objectives.
• Recruiting, hiring, and onboarding new team members as needed, ensuring that the team has the necessary skills, knowledge, and resources to effectively execute talent acquisition.
• Serving as a liaison between the talent acquisition team and other stakeholders, communicating updates, progress, and challenges to ensure transparency and alignment of expectations.
• Follows up and appraises the performance of colleagues in his/her team and provides them with immediate and relevant feedback. 

 SAFEGUARDING 

• Ensure that safeguarding is integrated into recruitment and selection processes.
• Review, identify gaps and strengthen recruitment processes to ensure rigorous compliance with the Safeguarding Policy. 
• Ensure that all employment contracts and codes of conduct are signed by co-workers and representatives of the organization also refer to the Safeguarding policy. 
• Ensure the highest standards of selection, recruitment and verification procedures are applied. Applicants for any position, whether co-worker or volunteer, should disclose any previous criminal record. This is accomplished through providing a police clearance or any other appropriate check, and cross-checking of reference. 
• Ensure that all co-workers are provided with orientation regarding the safeguarding during the first month of their employment code of conduct. 
• Ensure adequate working conditions in all program locations by implementing the standards of the SOS Children’s Villages Manual and the Human Resources Manual, also considering cultural and legal conditions. 

Job Requirements

Up for the challenge...

Then check out our criteria

Must Criteria

• Education: MA degree in Human Resources Management, Management, OD and related field of study.
• Experience: 5 years of experience out of which 3 years in supervisory positions 

Competencies – Knowledge, Skills, Abilities

• Proven experience as a talent acquisition leader, with professional teamwork, and utilizing a common system approach to work required.
• Demonstrated ability of extensive use of creative sourcing tools and networking skills to connect with talent in different positions.
• Ability to analyze talent data, identify trends, and make data-driven decisions.
• Exceptional communication and collaboration skills, fostering open dialogue, and effectively engaging with stakeholders to drive successful talent acquisition initiatives.
• Extensive experience using behavioral and or competency-based interviewing questions.
• A proven track record of providing exceptional customer service.
• Experience in planning and forecasting workforce staffing needs, including pipeline.  
• Experience using the ICIMS or another related application tracking system.
• Experience working in INGO is an added advantage.

LEAD AND CORE COMPETENCIES

Lead Competencies

• Role Model: Act as a role model for the organization, living our values and inspiring and learning from others.
• Collaboration: Remove barriers to participation, share decision making and build partnerships.
• Empowerment: Promote inclusion and equitable sharing of power.
• Strategic Thinking:  Live the values and mission, setting realistic goals and translating them into actionable plans.

Core competency

• Kindness: Act with empathy towards everyone he/she works with.
• Continuous Learning: Try to learn, understand, and grow as a person, admitting your own mistakes.
• Inclusiveness: In any actions show respect and care for others.
• Initiative: speak up when things are not right, do not hesitate to act, and adapt to change when necessary.
• Results Orientation: look for solutions and focus on desired results.

How to Apply

Excited to take on a new Challenge..

Then send us your application (application letter, detailed CV containing contact detail of their references) electronically through SOS Children Villages Application portal (ICIMS)

 

Female candidates are highly encouraged to apply.

 

Only shortlisted candidates will be contacted.

SOS Children’s Villages Ethiopia holds strict child safeguarding principles and a zero-tolerance policy for conducts of sexual harassment, exploitation and abuse in the workplace and other places where the organization’s activities are rendered.  Parallel to technical competence, recruitment, selection and hiring decisions will give due emphasis to assessing candidates value congruence and thorough background checks, police clearance reference check processes.

SOS Children's Villages Ethiopia provides equal employment opportunities to all co-workers & qualified applicants without regard to race, colour, religion, gender, ancestry, national origin, age, disability, marital status, or class.