Talent Acquisition & Development Specialist

As Talent Acquisition & Development Specialist, you will play a dual role in shaping how Alberta Group attracts, develops, and retains its people. You will own end-to-end recruitment for assigned roles across the Group while progressively building and supporting the talent development agenda – including performance management cycles, learning initiatives, and engagement activities.

This is a hands-on generalist role designed for someone who enjoys both the pace of recruiting and the longer-horizon work of developing people. In the early phase of the role, your focus will lean more towards recruitment activities, given current hiring needs. As recruitment workflows stabilise, your contribution to talent development will grow to represent roughly half of your responsibilities.

You will work closely with the Head of HR, the wider HR team, and managers across the business to ensure that the right people are joining the company and that the people already here are growing, engaged, and supported.

WHAT WE OFFER

Beyond a competitive package, joining Alberta Group means joining a team where your work shapes how the company grows. We offer:

Growth & Impact

• Genuine room to grow into a broader people role as you build trust and deliver results.
• A high level of autonomy – you will own your work and have real influence over how recruitment and development are run.
• Direct exposure to senior stakeholders and decision-makers across the Group from day one.
• A supportive, collaborative HR team that values openness, initiative, and continuous learning.

Health & Well-Being

• Private medical insurance cover, which can be extended to dependents against a nominal administrative fee per person.
• Enrolment in our Employee Well-Being Scheme, promoting both mental and physical well-being.

Practical Benefits

• Company phone and mobile line.
• Annual work-attire allowance for office-based team members.
• Eligibility for the Alberta Team Member Discount, offered from numerous service providers and retailers across Malta.

KEY RESPONSIBILITIES

Talent Acquisition & Recruitment:

Recruitment Planning & Sourcing

• Partner with hiring managers to understand recruitment needs, role requirements, and team dynamics.
• Draft, review, and update job descriptions and vacancy advertisements in collaboration with line managers.
• Source candidates through job boards, social media, professional networks, employee referrals, and direct outreach.
• Build and maintain relationships with academic institutions, recruitment platforms, agencies, and headhunters.
• Maintain a pipeline of qualified candidates for recurring and high-priority roles.

Selection & Interview Process

• Screen applications and shortlist candidates against role-specific criteria, requirements, and budget.
• Coordinate and conduct first-stage interviews; schedule and support follow-up interviews with hiring managers.
• Provide structured feedback and assessment input to support sound hiring decisions.
• Evaluate candidates from an HR perspective – culture fit, motivation, resilience, and growth potential.

Offer & Candidate Experience

• Prepare and extend offers in a timely manner; coordinate contracts and supporting documentation with HR colleagues.
• Act as the point of contact for candidate queries throughout the process, escalating where appropriate.
• Ensure every candidate – successful or not – leaves the process with a positive impression of Alberta Group.
• Provide constructive feedback to unsuccessful candidates and maintain professional relationships for future opportunities.

Recruitment Strategy & Employer Branding

• Continuously evaluate sourcing channels and recruitment tools, recommending improvements to attract better-fit candidates.
• Coordinate and attend career fairs, university events, and recruitment activities.
• Collaborate with the Marketing team on attraction campaigns and employer-branding initiatives.

Talent Development & Performance:

Performance Management Support

• Coordinate the performance review cycle in partnership with the Head of HR, ensuring alignment with business objectives.
• Support managers in setting clear objectives, giving feedback, and following through on development conversations.
• Help embed a culture of continuous feedback and growth across teams.

Learning & Development

• Identify skill and capability gaps in collaboration with managers and HR.
• Help plan, organise, and follow up on training initiatives, both internal and external.
• Maintain learning records and track participation, completion, and impact of training activities.
• Contribute to the design of career progression pathways and development plans for key roles.

Competency & Job Architecture

• Support the maintenance of the competency framework, keeping role descriptions and skill requirements current.
• Work with department leads to keep job descriptions accurate and aligned with how roles actually evolve.

Engagement & Retention

• Contribute to engagement initiatives, surveys, and follow-up actions.
• Help design and run small-scale programmes that strengthen team culture, recognition, and well-being.
• Flag retention risks early and support managers in addressing them.

Collaboration & HR Support:

• Work closely with the wider HR team and stakeholders across the company on cross-functional initiatives.
• Provide support to HR colleagues on urgent or time-sensitive matters when required.
• Maintain accurate records in HR systems and support reporting on recruitment, training, and engagement activity.
• Adhere to GDPR and data-protection requirements in all recruitment and employee-data activities.
• Ensure recruitment and development practices comply with applicable labour laws, company policies, and ethical standards.

REQUIRED QUALIFICATIONS & EXPERIENCE

• A Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.
• 3+ years of relevant experience in recruitment, HR, or talent-related roles.
• Hands-on exposure to end-to-end recruitment – from sourcing to offer.
• Some exposure to talent-development activities (training coordination, performance reviews, onboarding support, engagement initiatives) is required; depth can be built in the role.
• Working knowledge of HR systems, ATS platforms, and standard productivity tools.
• Familiarity with Maltese and EU labour and data-protection regulations is an advantage.

REQUIRED SKILLS & ATTRIBUTES

Communication & Interpersonal Skills

• Excellent written and verbal communication in English; Maltese is preferred.
• Strong listening skills and the ability to adapt communication style to different audiences – from candidates to senior managers.
• Comfortable building rapport quickly and maintaining professional relationships over time.

Recruitment & Talent Mindset

• Genuine interest in finding the right people, not just filling seats.
• Curiosity about what makes teams and individuals perform well.
• Ability to balance speed with quality – keeping processes moving without cutting corners on assessment.

Organisation & Ownership

• Strong organisational and time-management skills, able to manage multiple roles, candidates, and initiatives in parallel.
• Reliable, follow-through-oriented, and comfortable owning outcomes end-to-end.
• Proactive in flagging blockers and proposing solutions rather than waiting for direction.

Judgement & Problem-Solving

• Sound judgement when assessing candidates, handling sensitive information, and prioritising competing demands.
• Practical problem-solver who is comfortable operating with limited information and ambiguity.
• Open to feedback and committed to continuous improvement of how things are done.

Discretion & Integrity

• Handles confidential information with the highest level of discretion.
• Demonstrates integrity, fairness, and consistency in all interactions with candidates and employees.
• Acts as a trusted point of contact for both managers and team members.

Technology & Adaptability

• Comfortable working with HR systems, ATS tools, LinkedIn, and digital sourcing channels.
• Open to learning new tools and approaches, including AI-supported sourcing and assessment tools where appropriate.
• Adaptable in a changing environment – able to shift focus between recruitment-heavy and development-heavy phases as priorities evolve.

COMPANY CULTURE FIT

• Embrace and uphold the company’s values, mission, policies, and procedures.
• Demonstrate a proactive and solution-oriented approach to challenges.
• Strive for continuous improvement and innovation in practice.
• Show care for both candidates and colleagues and take pride in helping people succeed.