Specialist-Talent Acquisition I

2.

Special requirements / qualification profile

2.1

Qualifications:

• High School Diploma or GED Equivalent required
• Degree in Business Administration, Industrial Relations, Psychology, or Law.
• Advanced English or similar fields or some schooling and equivalent work experience.

2.2

Proficiency:

• Recruitment of operational, administrative, and managerial positions; preferably in the automotive sector.
• Management of recruitment sources such as: Schools, Government Institutions and Social Networks.

2.3

Competences:

• Knowledge in job interviews. (Initial and by competences).
• Recruitment sources: Social work networks, electronic job boards, job boards, educational and government institutions, local and state job fairs.
• Means of recruitment
• Internal publications
• Job profiles and descriptions
• Microsoft Office: Word, Excel, Power Point y Outlook
• Software: JOBS, ADP, SAP
• Administration of Headhunters and Outsourcings

3.

Organizational classification

3.1

Higher level function:

Human Resources Manager

3.2

Subordinate function:

Human Resources Generalist and Specialist

3.3

Deputy for (Function):

Human Resources Sr. Talent Acquisition

3.4

Deputized by (Function):

Human Resources Manager

4.

Objective of the position

• Attract and provide talents from the labor market to the different departments of the Organization, based on the profiles and procedures determined by the company.
• Maintain an adequate work climate in coordination with Management.
• Control of the headcount of operational and administrative personnel.

5.

Main duties

• Search for candidates in recruitment sources social networks such as LinkedIn,, etc.
• Source candidates in foreign recruitment sources such as government agencies (Secretary of Labor, local and state government fairs), university or technical schools.
• Post internal and external vacancies.
• Make calls for interviews with potential candidates.
• Conduct face-to-face interviews with the candidate and the Manager of the applicant area.
• Carry out the hiring process according to the internal recruitment procedure.
• Validate personal documentation for new admission.
• Make job offers to candidates.
• Management of internal authorizations for release of offer.
• Perform personnel income management (SMP general induction)
• Follow up on the checklist of admission to new staff.
• Follow up on the indicators assigned by HR Management.
• Follow up on authorized vacancies with Headhunters
• Management for income of the personnel Interns and/or Trainee
• Track and meet daily, monthly, yearly KPIs. Report out on these KPIs as required.
• Management of medical examinations of new personnel.
• Application for PPE, uniforms, emails and computer equipment for new admissions.
• Registrations and monitoring of personnel requisition in JOBS system
• Post vacancies in external media (social networks)
• Organize review boards for MOI/MOD recruitment plans with management staff
• Manage and monitor personnel transfers between plants and departments.
• Manage the budget assigned by the HR and Finance Management.
• Actively participate in meetings and communication meetings for staff.
• Generate reports of recruitment, rotation and statistical analysis of your area.
• Manage temporary employee staffing.
• Conduct onboarding/orientations for all new hires, conversions, and temporary staff.
• Apply all legal hiring guidelines and laws in your daily processes and interviews.
• Make sure all hiring managers have the training to complete proper interviewing/recruitment before being allowed to interview.

The above is intended to describe the general content of and the requirements for the performance of this position. It is not to be construed as an exhaustive statement of duties, responsibilities, or requirements

6.

Special responsibility

• The employee agrees to escalate, report or request authorization verbally as a first action and later in writing with his area manager or with the corresponding area manager on issues related to: Violations of the code of ethics or internal work regulations, Accidents - Incidents in the plant, Overtime, payroll, Quality in the product.

7.

Special authorities

7.1

Decision-making authority:

• No Level of Authority on Product Quality, in case of observing suspicious product with respect to product quality, inform level 1 personnel.
• Report to the direct supervisor the activities and processes that put at risk the integrity of the personnel, facilities and / or environment.

7.2

Signatory authority:

• No signature authority

8.

Information systems

8.1

Requirement for information:

• Operational needs of the assigned area

8.2

Delivery of information:

• Keep managers informed of status of requisitions/openings and budgeted headcount levels

9.

Other remarks

• Respect safety and hygiene standards of the company, using the personal protection equipment that corresponds to the workplace.
• Actively participate in accident prevention and safety improvements.
• Involvement in the prevention, control and reduction of occupational risks and environmental pollution associated with the workplace.
• Comply with the company's quality policy.
• Comply with the procedures and formats of the company's quality management system
• Know the requirements of the client according to their job.
• Apply order, legal wording, and 5's in your post.