About EFSEstablished in 2001, EFS Group is a global leader in integrated facilities management services with 75 service lines under 15 business verticals, and operations across 23 international markets. Creating sustainable value for clients and communities, the group delivers disruptive solutions that cater to some of the industry’s most complex needs, spanning sectors including infrastructure and security as well as hospitality and leisure. Home to 25,000 employees from different cultural and professional backgrounds across 30-plus offices, EFS prioritises embracing and empowering its workforce.EFS is an ISO-certified, award-winning, and credible choice among multinational companies, and government agencies as well as maintaining its reputation and trust working with 500 fortune companies.EFS Group is a people-first organization that prioritizes employee well-being and fosters a diverse, inclusive work environment for career advancement through tailored learning and development programs. With a focus on client retention, innovation, and digital transformation, EFS Group is a trusted and agile facilities management services provider, offering a comprehensive portfolio of solutions, including technical operations, maintenance, soft services, and sustainability initiatives. Our commitment to excellence, compliance, and delivering maximum value to clients and stakeholders sets us apart in the global facilities management industry.Purpose of the role:The purpose of the Talent Acquisition Executive role is to strategically identify, attract, and acquire top-tier talent for the organization. This involves developing and implementing effective recruitment strategies, building strong candidate pipelines, and collaborating with hiring managers to meet the organization's workforce needs. The Talent Acquisition Executive plays a crucial role in ensuring the acquisition of skilled and qualified professionals, contributing to the overall success and growth of the company.The role includes but is not limited to:Strategic Recruitment:Develop and implement effective talent acquisition strategies aligned with organizational goalsCollaborate with hiring managers to understand staffing needs and prioritiesIdentify suitable recruitment channels for reaching high-caliber candidatesUtilize assessment tools and techniques to evaluate candidates' suitability for rolesCoordinate with local and overseas recruitment agencies to fill vacancies and provide workforce solutionsCreate and publish recruitment advertisements through various mediaDevelop job descriptions for new and existing positionsEnsure compliance with Talent Acquisition Business processes, SOPs, and guidelinesScreen resumes/CVs and applications to shortlist candidates for further evaluationScreen CVs using diverse methods and forward them to department heads for shortlistingContact shortlisted candidates to assess their availability, discuss salary expectations, and arrange interviewsPromote and champion diversity and inclusion initiatives within the recruitment processImplement strategies to attract a diverse range of candidatesGather visa processing documents from selected candidates, including attested qualifications, passport materials, and visa copiesObjectives:Source, identify, and attract qualified candidates through various channelsFoster relationships with potential candidates for long-term engagementAchieve timely fulfillment of vacancies with suitable candidatesUnderstand manpower requirements for new projects and collaborate with operations for mobilization schedulesBuild and maintain a strong talent pool for current and future staffing needsStay updated about recruitment trends and best market practicesEnsure compliance with all relevant labor laws and regulations during the recruitment processStay updated on industry best practices and incorporate them into the talent acquisition strategyTask Management:Maintain an up-to-date in-house CV databaseMaintain accurate and up-to-date records of candidate interactions in the Applicant Tracking System (ATS)Generate regular reports on recruitment metrics, including time-to-fill and source effectivenessAdhere to the approval matrix when issuing the offer letter to the candidateAnalyze data to identify areas for improvement in the recruitment processGenerate recruitment reports as neededData Management and Compliance:Share new joiner information with relevant departmentsHandle confidential and sensitive information discreetlyEnsure compliance with local labor laws and regulationsAdhere to all organizational processes and procedures, including HR, HSEQ, Finance, IT, Procurement, and Operations, while ensuring compliance with local labor laws and regulationsResult AreasResult AreaPerformance IndicatorOperational ExcellenceTimely Hiring (SLA Adherence).ORC Module Utilization (100%).Reduce external hire costs.Efficient Sourcing Strategy Implementation.Strategic Talent ManagementGlobal Talent Pool Strategy Development.Cost Optimization in Recruitment.Legal and Regulatory Compliance.Talent and People ExcellenceDiversity Recruitment Achievement.Vacancy Reduction.Sourcing Channel Effectiveness.High Job Offer Acceptance Rate.New Hire Retention Improvement.Employee Experience EnhancementCandidate Journey Definition and Enhancement.Overall Candidate Satisfaction Improvement.Enhanced Protocols Implementation.Qualification / ExperienceEducationMinimum bachelor’s degree in HR, or relevant business qualificationProfessional certification is an advantageExperienceMinimum 3-5 years in recruitment, preferably within an FM or engineering industryKnowledge & Key SkillsEffectively communicates with both hiring managers and candidatesProficient in using MS Excel, MS Word, MS Access, MS PowerPoint, and overall MS OfficeFluent in spoken and written EnglishMaintains a professional and polished appearanceManages HR-related paperwork and filingEnsures compliance with relevant labor laws and regulationsApplies creative and equitable problem-solving, leading by exampleProvides exceptional customer service to internal and external stakeholdersUtilizes diverse recruitment channels to attract high-caliber candidatesUnderstands assessment tools and techniques for evaluating candidate suitabilityStays aware of recruitment trends, best market practices, and industry dynamicsIncorporates diversity and inclusion initiatives in the recruitment processFamiliarity with visa processing documentation and related legal aspectsStakeholder Engagement & Job ContextStakeholder EngagementExternalInternalCandidatesGM – Human ResourcesRecruitment AgenciesManager Operations, All ManagersGovt. Relation TeamJob Context: Indoor, mostly sitting, travel, ergonomic hazardsFunctional CompetenciesFunctional CompetenciesMinimum Level of Proficiency (Scale of 1-5)1 being minimum and 5 being maximumDigital Integration4Team Collaboration3Emotional Intelligence3Organizational Skills3Data Security3Client Focused Delivery4