Deputy Manager, Talent Acquisition

Job Description

Title: Deputy Manager, Talent Acquisition

Company Name: Confidence Infrastructure PLC

Vacancy: 1

Age: Na

Job Location: Dhaka

Salary: Negotiable

Experience:

• 7 to 10 years
• The applicants should have experience in the following business area(s): Telecommunication, Manufacturing (Light Engineering and Heavy Industry), IT Enabled Service, Engineering Firms, Group of Companies, Cement Industry, Steel, Battery, Storage cell, Power

• Master of Business Administration (MBA) in Human Resource Management

• Master’s degree in Human Resources, Business Administration, or relevant field.

• 7 to 10 years
• The applicants should have experience in the following business area(s): Telecommunication, Manufacturing (Light Engineering and Heavy Industry), IT Enabled Service, Engineering Firms, Group of Companies, Cement Industry, Steel, Battery, Storage cell, Power

• 7-10 years of progressive HR experience, with a focus on recruitment, talent onboarding, and employer branding

• Strategic Planning: Ability to create and align HR initiatives with business goals

• Proficiency in data analysis to inform HR strategies

• Experience in leading HR teams and projects

• Effective communicator across all organizational levels

• Skilled at identifying and resolving complex HR issues

• Understanding of employment laws and compliance requirements

• Strong relationship-building and negotiation skills

• Commitment to diversity, equity, and inclusion in hiring practices

We are looking for a Deputy Manager to design and execute our recruitment strategy, attract and engage top talent, and ensure sustainable hiring practices. The role includes driving employer branding initiatives, building strong talent pipelines, and creating a seamless candidate experience aligned with our business objectives.

Strategic:

• Lead the development of the overall strategy for recruitment by developing proactive sourcing strategies to maintain a pipeline of qualified candidates for critical roles.

• Ensure all policies and procedure for talent acquisition are inline with overall organizational strategy.

• Prepare strategic reports for the CHRO that highlight key findings, outline potential risks, and provide strategic recommendations, including opportunities for technological enhancements.

• Escalate significant findings, improvement areas, and strategic recommendations to the Chief Human Resources Officer (CHRO) for strategic oversight and decision-making.

  Functional:

  Recruitment and Onboarding:

• Develop sourcing strategies to maintain a pipeline of qualified candidates for critical roles by leveraging job boards, employee referrals and headhunting practices.

• access to necessary resources for new hires.

• Utilize data driven insights to drive recruitment metrics and identify improvement areas to align recruitment activities with organizational goals

  Employer Branding:

• Develop and execute employer branding strategies to position the organization as an employer of choice.

• Promote career opportunities on social media, career websites, and professional platforms like LinkedIn.

• Drive initiatives to promote employee advocacy through internal campaigns, referral programs and employee success stories.

• Conduct employer branding surveys to assess and refine the organization’s reputation as a workplace.

  Oversee the end–to–end candidate journey by conducting interviews, facilitating candidate communication and coordinating with hiring managers.

• Design onboarding journey map to integrate new hires effectively by organizing orientation programs, and ensuring

  Talent Forecasting and Succession Mapping:

• Collaborate with business leaders to identify short-term and long-term talent needs based on strategic objectives.

• Develop hiring plans that align with organizational growth, restructuring or market expansion.

• Identify key positions critical for long-term success and create succession plans outlining potential successors and development paths.

• Align recruitment plans with performance reviews, retention goals, and employee development programs.

  HR Analytics:

• Monitor and analyze recruitment metrics (time to hire, cost per hire etc.) to assess effectiveness of hiring strategies and processes.

• Integrate analytics into decision making and generate reports on hiring trends, candidate sources etc.

• 5-day work week

• Provident Fund

• Leave Fare Assistance

• Festival Bonus

• Health Insurance

• Life Insurance

• Mobile Bill Allowance

• Performance Bonus

• Subsidized Lunch Facilities

• Gratuity

• Earned Leave Encashment

• Employee Assistance Programs: Access to a quiet room; Confidential counseling

• Professional development: Access Training, `Knowledge for all` Library; Company-Wide Training & Growth Academy- developing highly skilled internal trainers etc.

• Supportive Work Environment: A positive and inclusive workplace culture that promotes collaboration, growth & innovation.

• Culture Participation Recognition: Internal awards, Internal awards, Grateful Gallery (thank-you note wall), Uni-Tee Day features, and spotlight recognitions shared via internal screens, emails & social media.