Senior Manager - Talent Acquisition CM5

As a flagship Giga project under the Public Investment Fund (PIF), Qiddiya is a visionary destination located approximately 45 kilometers from Riyadh dedicated to becoming the world's foremost hub for entertainment, sports, and culture Spanning 366 square kilometers, Qiddiya aims to become the global hub for entertainment, sports, and culture. The destination will feature world-class attractions, including Six Flags Qiddiya, the region’s largest water park, state-of-the-art sports facilities, and cultural landmarks like the Performing Arts Centre. It also includes a vibrant residential community designed for an active and healthy lifestyle. Qiddiya embodies the spirit of “Play Life,” creating a unique environment that integrates leisure, culture, and living. As hiring continues we are seeking an experienced Senior Manager Talent Acquisition to join our thriving HR team. Talent Acquisition - Senior Manager · Lead the end-to-end recruitment lifecycle for key roles, from sourcing to onboarding, ensuring a high-quality candidate experience. · Manage and mentor a small team of recruiters, while personally handling a division as TA lead · Partner with hiring managers to understand workforce planning needs and develop effective talent acquisition strategies. · Build strong pipelines for hard-to-fill roles through proactive sourcing and networking efforts. · Track and report on key recruitment metrics (e.g., time to fill, source effectiveness, candidate quality). · Optimize recruitment processes and tools to drive efficiency, consistency, and compliance. · Collaborate with HRBP on WFP, Hiring scenarios to ensure a smooth TA process for each department · Set, monitor, and achieve team hiring targets, including time-to-fill, cost-per-hire, offer acceptance rate, and quality-of-hire. · Lead weekly pipeline reviews and performance check-ins to ensure alignment with hiring goals and SLAs. · Collaborate with department heads to forecast hiring needs and translate them into measurable recruitment plans. · Identify underperforming stages of the recruitment funnel and take corrective action to improve conversion rates. Requirements Qualifications & Experience: - 10-12 years of hands-on recruitment experience with a proven ability to meet and exceed hiring goals. - Minimum 2 years in a recruitment leadership or team management role, with a focus on results and accountability. - Strong command of ATS, sourcing tools (e.g., LinkedIn Recruiter, Workable), and recruitment analytics platforms. - Experience managing high-volume and/or multi-location hiring with short turnaround times. - Analytical mindset with a strong understanding of recruitment metrics and data-driven decision-making. - Excellent communication, stakeholder engagement, and team leadership skills. - Experience in GCC Talent Acquisition in the Real Estate / Construction market Benefits Attractive compensations and benefits package

10-12 years of hands-on recruitment experience with a proven ability to meet and exceed hiring goals. Minimum 2 years in a recruitment leadership or team management role, with a focus on results and accountability. Strong command of ATS, sourcing tools (e.g., LinkedIn Recruiter, Workable), and recruitment analytics platforms. Experience managing high-volume and/or multi-location hiring with short turnaround times. Analytical mindset with a strong understanding of recruitment metrics and data-driven decision-making. Excellent communication, stakeholder engagement, and team leadership skills. Experience in GCC Talent Acquisition in the Real Estate / Construction market

Lead the end-to-end recruitment lifecycle for key roles, from sourcing to onboarding, ensuring a high-quality candidate experience. Manage and mentor a small team of recruiters, while personally handling a division as TA lead. Partner with hiring managers to understand workforce planning needs and develop effective talent acquisition strategies. Build strong pipelines for hard-to-fill roles through proactive sourcing and networking efforts. Track and report on key recruitment metrics (e.g., time to fill, source effectiveness, candidate quality). Optimize recruitment processes and tools to drive efficiency, consistency, and compliance. Collaborate with HRBP on WFP, Hiring scenarios to ensure a smooth TA process for each department. Set, monitor, and achieve team hiring targets, including time-to-fill, cost-per-hire, offer acceptance rate, and quality-of-hire. Lead weekly pipeline reviews and performance check-ins to ensure alignment with hiring goals and SLAs. Collaborate with department heads to forecast hiring needs and translate them into measurable recruitment plans. Identify underperforming stages of the recruitment funnel and take corrective action to improve conversion rates.