Chief Specialist

Managerial 

Strategic Planning:

·       Translate corporate strategy into section-level workforce KPIs and delivery plans, ensuring HR’s contribution to business growth is tracked and reported each quarter.

·       Track new and evolving KPI requirements against personal and section targets, adjusting recruitment priorities in-quarter to keep the department on track.

Corporate Performance Management:

·       Own and deliver the section’s performance targets (time-to-fill, cost-per-hire, quality-of-hire, internal fill rate), directly supporting the department’s cost-efficiency and growth objectives.

Functional

·       Design and execute the talent acquisition strategy to build a diverse, high-caliber workforce, directly enabling the organization’s growth and succession objectives.

·       Build proactive talent pipelines for critical and hard-to-fill roles, reducing reliance on premium/emergency hiring channels and cutting vacancy-driven productivity loss.

·       Own the end-to-end recruitment lifecycle – from job profiling to onboarding – ensuring a seamless candidate experience that protects offer-acceptance rates and employer brand.

·       Apply structured interview and assessment methods to raise quality-of-hire and reduce early-stage (probation) attrition.

·       Act as strategic advisor to hiring managers on workforce needs, aligning hiring velocity with business-unit priorities and preventing over- or under-staffing.

·       Manage relationships with recruitment vendors and internal stakeholders to control third-party recruitment spend and improve vendor performance.

·       Run competitor and market benchmarking on talent and compensation trends to keep the organization competitive in critical talent markets and reduce counter-offer losses.

·       Produce and analyze recruitment dashboards (time-to-fill, cost-per-hire, source effectiveness, diversity mix) to give leadership real-time visibility to redirect hiring investment.

Organizational

Governance:

·       Ensure full adherence to HR policies, procedures and applicable labor law; participate in periodic policy audits to reduce compliance and legal exposure.

Management Reporting:

·       Deliver accurate, timely periodic reports and proactively flag quality or non-compliance issues, enabling leadership to intervene before risks escalate.

Change Management:

·       Execute change management activities within the section, ensuring workforce-related transitions (restructuring, systems, policy changes) land with minimal disruption to business operations.

Decision-Making Authority:

·       Decides independently: Shortlisting and final candidate selection for standard (non-executive) roles; choice of sourcing channels and recruitment vendors from the approved panel; interview panel composition and assessment methodology; content of job postings and job profiles within approved templates.

·       Recommends – Manager approval required: Compensation offers outside approved salary bands; engagement of new recruitment vendors/agencies or contract terms; reallocation of recruitment budget; changes to recruitment policy or SOPs.

·       Escalates to Manager/Director: Hiring decisions for executive or Grade 1–3 roles; employer-branding spend above approved threshold; any policy exception or deviation; and any legal, compliance or reputational risk identified during recruitment.

·       Talent acquisition

·       Compensation & Benefits

·       Talent Management

·       Organization Design

·       Workforce Planning

·       Talent Analytics

·       Records & Documentation