We're Hiring: Talent Acquisition & Manpower Planning

We are supporting our client in hiring an experienced Talent Acquisition & Manpower Planning to join their team.

Job Purpose Summary:

The Talent Acquisition & Manpower Planning Specialist is responsible for planning, coordinating, and executing THE COMPANY’s recruitment and workforce planning activities. The role ensures that staffing requirements across all departments are aligned with the organization’s strategic objectives, approved organizational structure, and manpower plans. The position manages the end-to-end recruitment process, supports employer branding initiatives, coordinates onboarding programs, and contributes to workforce planning to ensure THE COMPANY attracts, recruits, and retains high-quality talent.

Roles & Responsibilities:

• Workforce Planning & Manpower Strategy:
  • Develop and maintain THE COMPANY’s annual manpower plan in coordination with department heads and HR leadership.
  • Identify current and future workforce requirements based on organizational growth, project needs, and operational priorities.
  • Support management in forecasting staffing needs and resource requirements across THE COMPANY departments.
  • Ensure manpower plans align with the approved organizational structure and HR budget.
  • Monitor manpower utilization and report staffing gaps or workforce imbalances to HR management.
  • Support workforce planning exercises related to new projects, departmental expansions, or restructuring initiatives.
  • Maintain updated manpower planning records and workforce analytics to support management decision-making.
• Hiring Plan Development:
  • Coordinate with chiefs & department directors to prepare departmental hiring plans based on approved manpower requirements.
  • Review recruitment requests to ensure alignment with the approved manpower plan and HR policies.
  • Validate job descriptions and position requirements before initiating recruitment activities.
  • Monitor hiring progress against approved recruitment plans and timelines.
  • Provide periodic reports for HR leadership on recruitment status and staffing progress.
• End-to-End Recruitment Management:
  • Manage the full recruitment lifecycle, from vacancy approval to candidate onboarding.
  • Prepare and publish job advertisements across appropriate recruitment channels and platforms, as needed.
  • Source potential candidates through job portals, professional networks, recruitment agencies, and internal databases.
  • Screen applications and shortlist qualified candidates based on job requirements and competency criteria.
  • Coordinate interviews between hiring managers and shortlisted candidates.
  • Facilitate candidate evaluations and ensure proper documentation of interview results.
  • Conduct reference checks and support background verification processes where required.
  • Prepare recruitment recommendations and offer documentation in coordination with HR leadership.
  • Coordinate employment offer issuance and contract preparation.
  • Maintain recruitment records and candidate databases.
• Employer Branding & Talent Attraction:
  • Support the development and promotion of THE COMPANY’s employer brand to attract high-quality talent.
  • Coordinate recruitment campaigns across digital platforms, professional networks, and career events.
  • Maintain THE COMPANY’s presence on recruitment platforms such as LinkedIn and job portals.
  • Promote THE COMPANY as an employer of choice by highlighting organizational culture, career opportunities, and professional development initiatives.
  • Assist in developing recruitment marketing materials and employer branding content.
  • Participate in career fairs and talent outreach initiatives where applicable.
• Onboarding & Employee Integration:
  • Coordinate the onboarding process for newly hired employees.
  • Ensure completion of all pre-employment documentation and HR requirements prior to employee start date.
  • Organize onboarding programs to introduce new employees to THE COMPANY’s policies, culture, and operational environment.
  • Coordinate with relevant departments to ensure smooth integration of new employees into their roles.
  • Monitor onboarding progress and provide support during the employee’s initial employment period.
  • Maintain onboarding documentation and employee records.
• Recruitment Governance & Compliance:
  • Ensure recruitment activities comply with THE COMPANY HR policies, procedures, and governance requirements.
  • Maintain proper documentation of recruitment processes for audit and compliance purposes.
  • Ensure transparency and fairness in candidate selection processes.
  • Support HR in ensuring compliance with applicable labor regulations and organizational policies.
• Recruitment Data & Reporting:
  • Maintain accurate recruitment records and applicant tracking data.
  • Prepare periodic recruitment reports for HR management.
  • Analyze recruitment metrics such as time-to-hire, cost-per-hire, and recruitment success rates.
  • Identify opportunities to improve recruitment efficiency and candidate experience.
• Continuous Improvement:
  • Identify opportunities to improve recruitment processes and workforce planning practices.
  • Support the implementation of digital recruitment tools and HR systems.
  • Monitor industry trends in talent acquisition and recommend improvements to recruitment strategies.
  • Contribute to the development of HR policies and procedures related to recruitment and manpower planning.

Skills:

• Technical / Functional Skills:
  • Strong knowledge of recruitment and talent acquisition processes.
  • Experience in manpower planning and workforce analysis.
  • Familiarity with HR systems and applicant tracking systems (ATS).
  • Understanding of HR policies and recruitment compliance requirements.
  • Ability to analyze recruitment data and generate reports.
• Professional Skills:
  • Strong communication and interpersonal skills.
  • Ability to assess candidates and make sound hiring recommendations.
  • Strong organizational and coordination skills.
  • Proactive and results-oriented mindset.
  • Ability to manage multiple recruitment processes simultaneously.
  • Professional and customer-focused approach to candidate experience.

Education:

Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s Degree is a plus.

Certificates:

Preferred Certifications include:

• SHRM-CP / SHRM-SCP,
• CIPD Level 5 or Level 7,
• HRCI (PHR / SPHR).

Computer Literacy:

• Computer literate.
• Proficiency in MS Office and ERP system.

Languages:

English fluent.
Arabic is preferred.

Experience

• 7–10 years of relevant experience in recruitment, talent acquisition, or HR workforce planning.
• Experience in manpower planning and corporate hiring environments is preferred.