Talent Acquisition Officer

As a Talent Acquisition Officer, you play a central role in strengthening how talent is sourced, assessed and onboarded across the organisation, in a complex environment where recruitment needs span technical, operational and corporate domains.

In addition to shaping recruitment processes and contributing to HR best practices, you act as a strategic partner for hiring managers, ensuring strong talent acquisition capabilities and consistent application of the organisation’s recruitment framework.

You combine hands‑on involvement in the full hiring lifecycle with a broader responsibility for elevating the talent acquisition function, working closely with department leads, HR colleagues and senior stakeholders to translate hiring needs into practical sourcing strategies, assessment methods and candidate experience standards that enable efficient and high‑quality recruitment delivery.

By consolidating recruitment pipeline information and coordinating structured candidate follow‑up together with hiring managers, you provide clear visibility on hiring progress, market risks, candidate availability and workload across the organisation. Your work supports managers and senior leadership in making informed decisions, while helping reduce siloed hiring efforts and fostering alignment as the organisation’s talent acquisition capabilities continue to mature.

• Develop hiring strategies aligned with business needs and future workforce planning.

• Analyse talent needs and anticipate upcoming recruitment requirements together with hiring managers.

• Source candidates through multiple channels (job boards, social media, networking, events).

• Screen applications and CVs, conduct initial interviews, and evaluate candidate suitability.

• Manage the full recruitment lifecycle, from sourcing to offer acceptance and exit interviews.

• Coordinate interviews with hiring managers and guide stakeholders through selection steps.

• Build and maintain talent pipelines, including passive candidates, to support future hiring.

• Act as a brand ambassador, ensuring a positive candidate experience and representing the company at job fairs/recruitment events.

• Collaborate with HR and leadership on job design, compensation guidance, and strategic workforce planning.

• Use and maintain ATS systems, ensuring accurate data and reporting on recruitment metrics.

• Negotiate job offers (salary, benefits, conditions) with selected candidates.

• Continuously improve recruitment processes using data, trends, and best practices.