Founded at the turn of the century, Alghanim Industries is one of the region’s largest, privately-owned multi-national companies. We are proud to employ over 15,000 people in 30 businesses across 40 countries in the Middle East & North Africa, Turkey, and emerging Asia.
We’re an established, successful commercial enterprise, building and growing our own brands and managing global partnerships. We’re market leaders in almost every sector we operate in, including retail and consumer electronics, food and beverage, automotive sales and services, engineering and maintenance, insulation, pre-engineered steel building, logistics and warehousing solutions, fast-moving consumer goods, office automation, advertising, insurance, consumer credit, and travel.
More importantly, we’re a people business. We’re committed to developing customer-centric, empowered, and engaged teams and enabling them to do their best. We’re always looking for new talent to join our ever-growing family – men and women at every stage of their career journey who want to share their knowledge, skills, and experience.
Do you want to find out how far your potential can take you when you work with a team of collaborative, supportive colleagues, at a company that cares as much about your professional development as you do? We believe we have what you're looking for.
We are hiring
Assistant HR Manager - Recruitment
Job Responsibilities
• Work with all stakeholders to develop best practice recruitment activity that produces high quality candidate’s in-line with business requirements.
• Manage and coordinate the annual and quarterly manpower planning process in alignment with the business objectives, ensuring adherence to the agreed-upon plan and budget.
• Responsible for driving consistency in recruiting process, the job holder will champion the use of SuccessFactors across all recruitment within Alghanim industries.
• Create automated recruitment dashboards that accurately reflect recruiting activity across all businesses via SuccessFactors. Review, analyze and share key recruitment metrics with HR and business stakeholders.
• Reduce recruitment cycle time with a specific focus on the time it takes to attract, select, hire and onboard talent into strategic positions.
• Support the development and execution of new assessment methodology including competency frameworks to improve hiring decision making.
• Act as point of contact for the relationship with LinkedIn, including use and distribution of Recruiter licenses and LinkedIn marketing budget. Increase professional use of LinkedIn through the company to maximize ROI.
• Support manager in developing budgets, strategy, EVP and related programs that align and optimize key recruitment and onboarding practices across AI.
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