VACANCIES at CEMENT MANUFACTURING , NOVEMBER 30, 2012

RECRUITMENT MANAGER

RESPONSIBILITIES:Reports to the Human Resources Director.

RECRUITMENT POLICY AND TOOLS
Participate in the definition, implementation and updating of the company's recruitment policy.
Ensure correct interpretation and implementation of the recruitment policy at each level of the organisation together with the HR managers and in partnership with the Communication and IT departments.
Design recruitment tools and processes with the aim of ensuring a consistent approach within the Business Unit, facilitating and improving quality of recruitment.
Provide support and advice to line and functional managers in their recruitment needs.

NEEDS ANALYSIS
Anticipate resources needs using O&HR review and propose guidance and guidelines for recruitment.
Develop internal network with line managers in order to be aware of their needs and to facilitate the recruitment process
Create an internal source of external candidatures using linkedln and share this information within the HR community.
Challenge managers to understand and qualify their needs and to involve them in the recruiting process.
Provide advice and expertise in order to help them to better define the candidate's profile of candidates for the job.
Balance between long term and short term needs.
Analize the needs by a job description and definition of requested profile and propose it to the managers in order to challenge them and get their feedback.
Ensure appropriate evaluation of new jobs with the HAY method and internal equity with positions already existing in the organization.

RECRUITMENT
Assess the various recruiting sources and select the most appropriate ones (recruiting websites, press announces, head hunters, recruiting cabinets, schools relations ... ) giving priority to internal sources.
Propose selected sources and organize the recruiting process together with the manager and third parties involved, preparing the briefing for the interviews.
Analyze candidatures and select candidates whose profile does not only best fit the requirements but also may be developed in the Group in the mid term.
Ensure that the necessary tests are undertaken where applicable (e.g. graphology or psychology tests/analyses)
Prepare a short list of candidates, guaranteeing and question the manager on the result.
Organize meetings between the candidate and the HR Department on the one side and operational managers on the other side.
Propose the employment contract prepared by the HR Administration department to the candidate.
Follow new hires and ensure that the "on-boarding" / induction programs are well conducted within the company (participation to introduction meetings, meeting with managers, training programs ... )
Ensure regular report of recruitment activities to HR and operational managers
For specific job search/hot skills, define and launch specific communication actions to attract best candidates (e.g. first page of recruitment website ... )

RECRUITMENT EFFICIENCY/PERFORMNCE MEASUREMENT
Define KPI for the recruitment activity and regularly follow results (e.g. number of recruitment finalized, quality of recruitment, recruitment duration, career evolution of High Potentials, turnover, feedback from new employees, level of satisfaction of internal clients ... )
Take actions in order to improve recruitment quality and to better answer short and long term resources needs.

EXTERNAL AND INTERNAL COMMUNICATION
Communicate career opportunities and job offers to company's employees.
Participate in the definition of the communication policy of company towards schools, Universities and Professional Institutes and ensure its implementation.
Create/participate in the creation and regular update of marketing tools for external candidates (e.g. recruitment portal on company's Internet website, company page on linkedln, brochures ... )
Particlpate in campus school events to attract new candidates: promote company's image and present its job offers and career development opportunities.
Ensure consistency between the communication made before, during and after the recruitment process regarding
Reward elements (compensation, benefits, work environment and career development)

COMPENSATION & BENEFITS
Participate in the definition of reward packages for candidates.
Keep aware of internal and external benchmark surveys relating to compensation and benefits issues in order to follow trends and be able to negotiate with candidates.

JOB SKILL:
Excellent interpersonal and communication skills
Sound commercial understanding
The ability to work on own initiative
Outstanding organizational skills
The ability to work under pressure
The ability to work with personnel from all levels
Numerical and budgeting skills
IT skills
Knowledge of Nigerian employment legislation.
An interest in people career development
Tact and the ability to deal with difficult situations.

QUALIFICATION:
A minimum of HND/ Bachelor's degree in Human Resource Management, Economics, Industrial Relations, or other Social Science related courses. Membership of HR Professional Bodies, such as CIPMN, CIPD, NIM

THE PERSON:
Age between 30 - 45 years. Proactive, Self-motivated, Disciplined, Assertive, Analytical, very energetic with good team leadership kills (must be a team player). High level of drive, Result-oriented and Good communication skills

EXPERIENCE:
Minimum of 5 years experience in related position, using computerized HR information system in medium/manufacturing organization.

METHOD OF APPLICATION
Detailed CV and application in own handwriting with copies of credentials/GSM Number, to reach:

THE MANAGING PARTNER
DAVIS, OFFIONG CONSULTANTS,
2, EYO ETA STREET,
P.O. BOX 2641, CALABAR
(COPIES OF APPLICATION COULD ALSO BE SENT TO: doconsultants@yahoo.com) Within two weeks of this publication. Only shortlisted Applicants will be contacted.

DEADLINE: 11 December, 2012