Talent Acquisition Manager

Talent Acquisition Manager Location: Riyadh, Saudi Arabia Workplace: On-site Company: Confidential About the Role A diversified investment group with business interests across retail, real estate, and investment management is seeking an experienced Talent Acquisition Manager to lead recruitment strategy and execution across its diverse business portfolio. The successful candidate will drive end-to-end recruitment, develop effective sourcing strategies, build sustainable talent pipelines, strengthen recruitment governance, and partner with senior business leaders to attract and secure high-caliber talent aligned with organizational objectives. Key Responsibilities 1. Talent Acquisition Strategy & Workforce Partnership • Translate approved manpower requirements into actionable recruitment plans aligned with business priorities and hiring timelines. • Partner with senior leadership, hiring managers, and HR stakeholders to define role requirements, critical capabilities, and recruitment priorities. • Develop tailored sourcing strategies for high-volume, specialist, managerial, and executive-level positions. • Identify talent market constraints, recruitment risks, and mitigation strategies. 2. End-to-End Recruitment & Governance • Lead the full recruitment lifecycle, from approved requisition through candidate assessment, selection, offer negotiation, and offer acceptance. • Establish and maintain recruitment policies, approval workflows, process controls, and documentation standards. • Manage recruitment pipelines, requisition prioritization, and delivery against agreed service-level agreements (SLAs). • Ensure compliance with approved manpower plans, delegated authorities, internal policies, and applicable regulations. • Manage recruitment agencies and external suppliers, monitoring service quality, cost effectiveness, and delivery performance. 3. Strategic Sourcing & Talent Pipeline Development • Develop and optimize sourcing channels, including direct search, referrals, professional networks, recruitment platforms, universities, and executive search firms. • Build proactive talent pipelines for business-critical, specialist, and recurring positions. • Strengthen direct sourcing capabilities and maintain an effective candidate database. • Analyze sourcing channel performance and optimize recruitment expenditure based on measurable results. 4. Candidate Assessment & Selection • Implement structured, competency-based assessment and selection methodologies. • Establish consistent screening criteria, interview frameworks, and assessment standards. • Coach hiring managers on interviewing techniques, candidate evaluation, and evidence-based selection decisions. • Ensure recruitment decisions are supported by accurate, complete, and audit-ready documentation. 5. Employer Branding & Talent Attraction • Develop and execute employer branding initiatives to strengthen the organization's position in the Saudi talent market. • Manage recruitment presence across LinkedIn, career platforms, professional networks, and relevant recruitment events. • Build relationships with universities, professional communities, and external talent networks. • Ensure job advertisements and recruitment communications are compelling, accurate, and aligned with corporate brand standards. 6. Offer Management & Candidate Experience • Ensure timely, professional, and transparent communication throughout the recruitment process. • Oversee offer preparation, salary negotiations, and approval routing within authorized compensation parameters. • Manage offer acceptance challenges and develop strategies to improve candidate conversion. • Maintain strict confidentiality and appropriate handling of candidate information. 7. Recruitment Analytics & Continuous Improvement • Oversee recruitment systems and ensure accurate, complete, and reliable recruitment data. • Develop recruitment dashboards and management reports covering hiring progress, time to fill, time to hire, sourcing effectiveness, offer acceptance, and recruitment costs. • Identify process bottlenecks and implement data-driven improvements to recruitment efficiency. • Benchmark recruitment practices and introduce scalable solutions aligned with business requirements. Qualifications & Experience • Bachelor's degree in Human Resources, Business Administration, or a related discipline. • Approximately 9–11 years of progressive HR experience, including 5–7 years in talent acquisition. • Proven experience managing end-to-end recruitment across multiple job families, including specialist, managerial, and leadership positions. • Demonstrated experience partnering with senior stakeholders and hiring managers in complex business environments. • Strong knowledge of sourcing strategies, applicant tracking systems, recruitment analytics, and recruitment governance. • Professional working proficiency in Arabic and English. Preferred Qualifications • Experience in a diversified group, holding company, or multi-sector organization. • Exposure to recruitment across retail, real estate, investment, or other operationally diverse industries. • Experience in executive search, employer branding, and structured candidate assessment. • Professional certifications in talent acquisition, recruitment, or assessment are an advantage. Core Competencies • Strategic talent acquisition and sourcing. • Stakeholder management and influencing. • Recruitment governance and process discipline. • Negotiation and commercial awareness. • Leadership and team management. • Analytical thinking and data-driven decision-making. • Candidate assessment and selection. • Employer branding and talent pipeline development. • Strong communication, confidentiality, and professional judgment. Key Performance Indicators • Recruitment delivery against approved manpower plans. • Time to fill and time to hire. • Offer acceptance rate. • Quality of hire and hiring manager satisfaction. • Direct sourcing effectiveness and recruitment cost efficiency. • Recruitment SLA compliance. • Recruitment process documentation and data accuracy. Confidentiality Notice: This opportunity is being managed on a confidential basis. Further details about the organization will be shared with shortlisted candidates. Show more

Bachelor's degree in Human Resources, Business Administration, or a related discipline. Approximately 9–11 years of progressive HR experience, including 5–7 years in talent acquisition. Proven experience managing end-to-end recruitment across multiple job families, including specialist, managerial, and leadership positions. Demonstrated experience partnering with senior stakeholders and hiring managers in complex business environments. Strong knowledge of sourcing strategies, applicant tracking systems, recruitment analytics, and recruitment governance. Professional working proficiency in Arabic and English.

Talent Acquisition Strategy & Workforce Partnership: Translate approved manpower requirements into actionable recruitment plans aligned with business priorities and hiring timelines. Partner with senior leadership, hiring managers, and HR stakeholders to define role requirements, critical capabilities, and recruitment priorities. Develop tailored sourcing strategies for high-volume, specialist, managerial, and executive-level positions. Identify talent market constraints, recruitment risks, and mitigation strategies. End-to-End Recruitment & Governance: Lead the full recruitment lifecycle, from approved requisition through candidate assessment, selection, offer negotiation, and offer acceptance. Establish and maintain recruitment policies, approval workflows, process controls, and documentation standards. Manage recruitment pipelines, requisition prioritization, and delivery against agreed service-level agreements (SLAs). Ensure compliance with approved manpower plans, delegated authorities, internal policies, and applicable regulations. Manage recruitment agencies and external suppliers, monitoring service quality, cost effectiveness, and delivery performance. Strategic Sourcing & Talent Pipeline Development: Develop and optimize sourcing channels, including direct search, referrals, professional networks, recruitment platforms, universities, and executive search firms. Build proactive talent pipelines for business-critical, specialist, and recurring positions. Strengthen direct sourcing capabilities and maintain an effective candidate database. Analyze sourcing channel performance and optimize recruitment expenditure based on measurable results. Candidate Assessment & Selection: Implement structured, competency-based assessment and selection methodologies. Establish consistent screening criteria, interview frameworks, and assessment standards. Coach hiring managers on interviewing techniques, candidate evaluation, and evidence-based selection decisions. Ensure recruitment decisions are supported by accurate, complete, and audit-ready documentation. Employer Branding & Talent Attraction: Develop and execute employer branding initiatives to strengthen the organization's position in the Saudi talent market. Manage recruitment presence across LinkedIn, career platforms, professional networks, and relevant recruitment events. Build relationships with universities, professional communities, and external talent networks. Ensure job advertisements and recruitment communications are compelling, accurate, and aligned with corporate brand standards. Offer Management & Candidate Experience: Ensure timely, professional, and transparent communication throughout the recruitment process. Oversee offer preparation, salary negotiations, and approval routing within authorized compensation parameters. Manage offer acceptance challenges and develop strategies to improve candidate conversion. Maintain strict confidentiality and appropriate handling of candidate information. Recruitment Analytics & Continuous Improvement: Oversee recruitment systems and ensure accurate, complete, and reliable recruitment data. Develop recruitment dashboards and management reports covering hiring progress, time to fill, time to hire, sourcing effectiveness, offer acceptance, and recruitment costs. Identify process bottlenecks and implement data-driven improvements to recruitment efficiency. Benchmark recruitment practices and introduce scalable solutions aligned with business requirements.