RECRUITMENT POLICY AND TOOLS
-Participate in the definition of Lafarge’s recruitment policy.
-Ensure correct interpretation and implementation of the recruitment Group policy at each level of the organisation.
-Together with the HR managers and in partnership with the Communication and IT departments, design recruitment tools and processes with the aim of ensuring a consistent approach within the Group facilitating and improving quality of recruitment.
-Provide support and advice to local HR managers in their recruitment actions.
-Anticipate resources needs using O&HR review and propose guidance and guidelines for recruitment
-Develop internal network with local HR managers in order to be aware of their needs and to facilitate the recruitment process.
-Create an internal source of external candidatures using HRIS and e-HR and share this information within the HR community.
-Challenge managers so to understand and qualify their needs and to involve them in the recruiting process.
-Provide advice and expertise in order to help them to better define the candidate’s profile of candidates for the job
balance between long term and short term needs.
-Formalize the needs by a job description and definition of requested profile and propose it to the managers in order to challenge them and get their feedback.
-Ensure appropriate evaluation of new jobs with the HAY method and internal equity with positions already existing in the organization.
-Assess the various recruiting sources and select the most appropriate ones (recruiting websites, press announces, head hunters, recruiting cabinets, schools relations…) giving priority to internal sources.
Propose selected sources and organize the recruiting process together with the manager and third parties involved, preparing the briefing for the interviews.
-Analyze candidatures and select candidates whose profile does not only best fit the requirements but also may be developed in the Group in the mid term.
-Ensure that the necessary tests are undertaken in the countries where applicable (e.g. graphology or psychology tests/analyses).
-Prepare a short list of candidates, guaranteeing and question the manager on the result.
-Organize meetings between the candidate and the HR Department on the one side and operational managers on the other side.
-Propose the employment contract prepared by the Personnel Administration department to the candidate.
-Follow new hires and ensure that the “onboarding” / induction programs are well conducted within Lafarge (participation to introduction meetings, meeting with managers, training programs…)
-Ensure regular report of recruitment activities to HR and operational managers.
-For specific job search/hot skills, define and launch specific communication actions to attract best candidates.
RECRUITMENT EFFICIENCY/PERFORMANCE MEASUREMENT
-Define KPI for the recruitment activity and regularly follow results (e.g. number of recruitments finalized, quality of recruitment, recruitment duration, career evolution of High Potentials, turnover, feedback from new employees, level of satisfaction of internal clients…).
-Take actions in order to improve recruitment quality and to better answer short and long term resources needs.
EXTERNAL AND INTERNAL COMMUNICATION
-Communicate career opportunities and job offers to Lafarge’s employees.
-Participate to the definition of the communication policy of Lafarge towards schools, Universities and Professional Institutes and ensure its implementation.
-Create/participate to the creation and regular update of marketing tools for external candidates.
-Participate to campus school events to attract new candidates: promote Lafarge’s image and present its job offers and career development opportunities.
-Ensure consistency between the communication made before, during and after the recruitment process regarding Reward elements.
- Strong Communication skills
- Drive for results.
- Negotiation skills.
- Problem solving.
- Planning skills.
- Analytical thinking
- Job Location:
- Sulaymaniyah, Iraq
- Company Industry:
- Company Type:
- Employer (Private Sector)
- Job Role:
- Joining Date:
- Employment Status:
- Full time
- Employment Type:
- Monthly Salary Range:
- Manages Others:
- Number of Vacancies:
- Career Level:
- Years of Experience:
- Min: 5 Max: 15
- Residence Location:
About This Company
World leader in building materials, Lafarge extracts resources from the heart of the earth to make materials to bring to the heart of life. Present in 64 countries, the Group responds to the world’s demand for housing and infrastructure. Lafarge is driven by the needs of its customers, shareholders, local communities and architects. The Group creates high value-added solutions which encourage creativity whilst leaving a lighter trace on the world. A world leader in building materials At a global level, Lafarge is: n° 1 in Cement, n° 2 in Aggregates, n° 4 in Concrete. The Group portfolio of businesses is as follows: Cement: 65.6%, Aggregates and concrete: 33.8%, Other: 0.6%. Company Culture: We are the biggest private sector employer in Iraq. We are an ambitious team and always look for high potential talent with diverse backgrounds and qualifications. Overall employee value package covers market competitive salaries & perks, good learning and development environment; high potential team players have fast track career development programs, exposure to state of the art technology coupled with diversity, friendly and multilingual work culture. Employee’s performance is always recognized and rewarded. We celebrate our successes through companywide events and gatherings.