Responsibilities

Resourcing is evolving to introduce a new global recruitment technology solution along with a new operating model and structure. This will improve the recruitment experience for hiring managers and candidates and we aim to increase internal career opportunities for all employees. . We are the first point of contact for internal and external customers and therefore we need a focus on understanding our performance data as well as delivering and excellent service. Senior Resourcing Specialist, is a vital part of the wider MENA Resourcing team and are responsible for providing a support and advisory service to SCB MENA hiring managers in order to ensure the recruitment process works smoothly and incorporates all the best elements of our service to deliver a rapid and quality hire. This role focusses on our Middle East and Nothern Africa regions providing dedicated resoucing partnership with key business and HR stakeholders in these countries.

Strategy

• Design and deliver innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases.
• Guide the business on Resourcing planning (first principles).

• Acting as an advisor to Hiring Managers to establish precise hiring needs and establishing a solid understanding of the function in which the vacancy sits in order to ensure the right talent is sourced
• Lead on driving the localization targets through hiring for the MENA Region

Business

• Translate business objectives into Resourcing plans and strategies, closely aligning them to the broader Resourcing and talent development agenda
• Conduct structured business needs discussions with hiring managers before candidate search commences, identifying the key role and candidate requirements, and agreeing the sourcing and selection strategy, SLA and respective roles and accountabilities, updating the JR accordingly
• Provide a full consultative service to line managers with regards to the recruitment industry and market trends.
• Improve candidate conversion rates (first offer made to acceptance ratio) through effectively diagnosing and selling the most relevant points for each individual.

Processes

• Deliver full compliance to employer brand governance process
• Use Recruitment Platform to drive the end-to-end Resourcing process, recording all relevant details associated to job requisitions and candidates in a timely manner, ensuring applicants are categorized effectively in the CV database for easy and fast retrieval, and regularly conducting system \xe2\x80\x98housekeeping\xe2\x80\x99
• Ensure all required approvals are obtained before offers are made
• For international moves: work with relevant stakeholders to determine the applicable international move policy type; initiate cost estimate generation and obtain hiring manager approval; prepare the business case for the international move and ensure completion of all move approval requirements (including supporting the business in setting appropriate move objectives and end of assignment plans). Attend new hire assignee briefing calls
• Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including:
• Online advertising (careers website, external job board postings) and automated electronic candidate searches.
• Database mining, using social networking sites etc. Contacting potential candidates who have posted their information on the internet, consistently generating leads from applicants over the phone or face to face
• Networking at professional and trade events, and careers fairs, and partnering with Government Labour Agencies
• Develop multi-hire sourcing approaches and work in partnership with colleagues across the network to tap in to overseas sourcing channels and co-ordinate global campaigns

• Participate in intern, graduate and MA recruitment events and activities (e.g. careers fairs), as required.

• Supporting ad-hoc projects, as required by the business
• Lead on the Resourcing Localization meetings

People and Talent

• Support the IM Operations team in managing exceptions requests for international moves, as required
• Negotiate offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable.
• Work in partnership with Reward, IM and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies
• Liaise with IM Operations to ensure timely assignment letter development / issuance
• Manage work permit applications and extensions for new hires and in-country transfers, where required
• Provide ad hoc support to the Head of Resourcing as required

Risk Management

• Ensure compliance with relevant operational and people risk controls, and employment legislation.
• Escalate any issues and risks, as appropriate so that they can be appropriately tracked and managed.
• Ensure the timely completion of Control Sample Tests (CST\xe2\x80\x99s) and maintain a consistent state of audit readiness where required
• Monitoring the hiring localization targets in MENA and the risk associated with the hiring plans for their respective segment

Governance

• Ensure that all hiring and Resourcing duties are done in line with the Bank\xe2\x80\x99s Resourcing Policies & Standards.
• Ensure that all hiring and Resourcing duties adhere to all local employment practices, policies and legislation.
• Analyse dashboards, reports and MI to proactively monitor and interpret internal and external conditions, using these findings to deliver operational excellence and continuous improvement e.g. more effective and efficient channel management, candidate conversion
• Regular updates with HR BPs regarding JRs raised, work in progress etc.
• Agree and deliver direct sourcing and cost saving targets
• Deliver the budgeted resource plans for roles within assigned. business areas.
• Lead on Driving the Resourcing Emiratisation Agenda

Regulatory & Business Conduct

• Display exemplary conduct and live by the Group\xe2\x80\x99s Values and Code of Conduct.
• Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Chartered Bank. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct.
• Support Resourcing UAE to achieve the outcomes set out in the Bank\xe2\x80\x99s Conduct Principles: Fair Outcomes for Clients; Effective Financial Markets; Financial Crime Compliance; The Right Environment.
• Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.

Key Stakeholders

Internal

• Business Heads
• Head of Emiratisation
• People Leaders
• Human Resources Business Partners and Centres Of Excellence
• Resourcing colleagues across the network.

External

• Immigration vendors
• Background Screening Vendors

Other Responsibilities

• Build and demonstrate technical and market knowledge of the particular business unit(s) serviced. The working environment demands an ability to work in a fast paced, changing, international, matrix environment, while providing a quality client service. Some international travel may be required.
• Deliver full compliance to employer brand governance process

Role Specific Technical Competencies

• Candidate Sourcing
• Candidate Screening
• Industry Knowledge
• Staffing, Hiring, Selection
• Collaborating Globally
• Effective Communications

Qualification

• Preferred experience inhouse Resourcing/Talent Acquisition

• Exposure to working in a large multinational firm (ideally Banking) would be preferable.
• Knowledge and experience of MENA recruitment market & related trends
• Exposure to the full recruitment cycle (Sourcing, Interviewing, Screening, Offer Management, Reward Proposals).
• An understanding of the risks Banks and other Financial Institutions face in relation to Resourcing practices.
• Working knowledge of Oracle Taleo would be preferable but not essential.

About Standard Chartered

We\'re an international bank, nimble enough to act, big enough for impact. For more than 160 years, we\'ve worked to make a positive difference for our clients, communities, and each other. We question the status quo, love a challenge and enjoy finding new opportunities to grow and do better than before. If you\'re looking for a career with purpose and you want to work for a bank making a difference, we want to hear from you. You can count on us to celebrate your unique talents. And we can\'t wait to see the talents you can bring us.

Our purpose, to drive commerce and prosperity through our unique diversity, together with our brand promise, to be here for good are achieved by how we each live our valued behaviours. When you work with us, you\'ll see how we value difference and advocate inclusion. Together we:

• Do the right thing and are assertive, challenge one another, and live with integrity, while putting the client at the heart of what we do
• Never settle, continuously striving to improve and innovate, keeping things simple and learning from doing well, and not so well
• Be better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term
• In line with our Fair Pay Charter, we offer a competitive salary and benefits to support your mental, physical, financial and social wellbeing.

• Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations
• Time-off including annual, parental/maternity (20 weeks), sabbatical (12 weeks maximum) and volunteering leave (3 days), along with minimum global standards for annual and public holiday, which is combined to 30 days minimum
• Flexible working options based around home and office locations, with flexible working patterns
• Proactive wellbeing support through Unmind, a market-leading digital wellbeing platform, development courses for resilience and other human skills, global Employee Assistance Programme, sick leave, mental health first-aiders and all sorts of self-help toolkits
• A continuous learning culture to support your growth, with opportunities to reskill and upskill and access to physical, virtual and digital learning
• Being part of an inclusive and values driven organisation, one that embraces and celebrates our unique diversity, across our teams, business functions and geographies - everyone feels respected and can realise their full potential.
• Recruitment assessments - some of our roles use assessments to help us understand how suitable you are for the role you\'ve applied to. If you are invited to take an assessment, this is great news. It means your application has progressed to an important stage of our recruitment process.

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