Responsible for developing appropriate talent acquisition strategies and managing the end-to-end talent acquisition process to deliver agreed targets for roles within assigned business areas, with the objective of ensuring that the right candidates are recruited, at the right time, within the values, cost and vision of Digi, and Telenor Group. Partnering with the business, the role holder will provide both consultative and transactional talent acquisition support to deliver a comprehensive and value-added service, covering all local and cross border hires (external), along with employee triggered transfers (internal), ensuring all Talent Acquisition activities are aligned to Digi’s employer brand.

(This is a one year contract role and renewable the following year)

Core Responsibilities

1. Sourcing

• Design and deliver innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants
• Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels such as:
• Conducting pure research and lead generation activities through External Talent Mapping; in house database search etc.
• Online / social media advertising; candidate or employee referrals

2. Selection & Interview

• Effective job profiling brief sessions with hiring managers to fully understand requirements for the vacancy
• Develop effective pre-screening questions to maximize interview process efficiency, short listing CVs against the JR requirements, actively reviewing and challenging the diversity of talent pools
• Efficient full-cycle applicant/candidate management
• Conduct preliminary assessments, as required, assessing candidates’ talents, fit and readiness, setting realistic role expectations
• Advise hiring managers on the appropriate assessment tools for different roles
• Advise hiring managers on which candidates to progress to the next stage, ensuring the right decisions are made, challenging the business’ recommendations as required
• Manage any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately, and candidate contact is maintained
• Co-ordinate timely provision of feedback between the hiring manager, suppliers/search firms (where relevant) and candidates
• Responsible for compiling interview assessment notes from co-interviewers

3. Hiring

• Offer Management - ensure all required approvals are obtained before offers are made
• Negotiate offers between hiring managers, suppliers/search firms (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with HRBP, Reward and hiring managers to establish competitive, effective total reward packages in line with budgets and policies
• Provide guidance in managing closures, achieve a win-win solution for Digi and the shortlisted candidate
• Work in partnership with Mobility to manage work permit applications and extensions for new hires and in-country transfers, where required
• Improve candidate conversion rates (first offer made to acceptance ratio) through effectively diagnosing and selling the most relevant points for each individual

4. Pre-employment Screening

• Ensure pre-employment checks are completed in line with policy, managing any discrepancies or delays with the vendor, candidate or hiring manager (as appropriate)

Secondary Responsibilities

1. Relationship Management

• Deliver a high degree of engagement and buy-in/understanding between the business and Talent Acquisition, increasing awareness of Talent Acquisition’s total service offering and hiring managers’ responsibilities, ensuring that credibility is earned quickly and the role holder is sought out for advice and engaged at the outset of all recruitment, optimizing frontline delivery
• Work collaboratively and share knowledge with recruiters, HR stakeholders  and HR peers.

2. Reporting & System Management

• Use Dashboard/Outlook/Workday to drive the end-to-end talent acquisition process, recording all relevant details associated to job requisitions and candidates in a timely manner, ensuring applicants are categorized effectively in the CV database for easy and fast retrieval, and regularly conducting dashboard ‘housekeeping’
• Regular updates with Hiring Managers and/or HRBPs regarding Job Requisitions raised and work-in-progress.

Profile Requirement

• Degree in any business disciplines
• 6 - 8 years working experience in Human Resource, Corporate Recruitment or Executive Search Firms.
• Strong hands-on recruitment and the ability to work in an agile environment & in ambiguity
• Someone who is up to recruit niche roles in the market and
• Technology experience (in-house or search firm) of retained search and selection, or contingency and multi channel recruitment, with a successful track record in management level job filling within a complex recruitment model / environment
• Good knowledge of the marketplace, competitors and best practices; Data driven approach towards recruitment is a competitive advantage
• Understanding and experience of developing sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget
• Track record of working in an organized way, multi-tasking, prioritizing, managing data, setting and achieving deadlines (both short and long term)
• Possess positive & can-do attitude, enthusiastic, agile & strong team player; Motivated by challenge and takes ownership work deliverables
• Think out of the box and open-minded for co-creation of customized recruitment solutions to deliver excellent support to stakeholders.

One who relates to Digi Values: Keep Promises, Be Respectful, Create Together, Always Explore