Group Recruitment Specialist – Specialised and Managerial Roles

Scope All companies within the Group

Reporting to Group HR Manager

Role Purpose

The Group Recruitment Specialist will take full ownership of recruiting specialised, professional and managerial roles across the Group of companies. The role covers the entire recruitment process, from understanding the business needs requirement, developing the Job Description Form (JDF), through candidate sourcing, assessment, interview coordination and appointment, to monitoring initial onboarding.

Key Responsibilities

• 1. Define recruitment requirements
• Work closely with the respective manager or lead to understand the actual requirements of each position, its purpose, expected outcomes and place within the organisational structure.
• Clarify the responsibilities, qualifications, experience, technical expertise and personal attributes required, distinguishing essential requirements from desirable criteria.
• Develop or update clear, accurate JDFs and candidate profiles for approval by the respective manager or lead.
• Confirm recruitment priorities, approved remuneration parameters, target timelines and the selection process before commencing recruitment.
• 2. Identify and attract suitable candidates
• Develop and implement a sourcing strategy tailored to each vacancy, particularly specialised and difficult-to-fill roles.
• Proactively identify and approach potential candidates through headhunting, professional networks, referrals, recruitment platforms and targeted searches.
• Use LinkedIn, job portals, professional associations and other relevant channels to reach both active jobseekers and candidates who are not actively seeking a new role.
• Liaise with local and overseas recruitment agencies, providing clear briefs and monitoring the relevance and quality of candidates submitted.
• Build and maintain a pipeline of suitable candidates for current and anticipated requirements across the Group.
• Represent the Group professionally and communicate the role and employment opportunity accurately.
• 3. Screen candidates and coordinate selection
• Review applications and conduct initial screening interviews to assess suitability, motivation, relevant experience, remuneration expectations and availability.
• Present focused shortlists to the respective manager or lead, with a clear assessment of each candidate’s strengths and any gaps against the agreed requirements.
• Coordinate interviews, technical assessments and follow-up discussions with the relevant stakeholders.
• Obtain timely feedback, maintain momentum and ensure candidates receive clear communication throughout the process.
• Coordinate references and verification of qualifications or professional credentials, where required, in liaison with HR.
• 4. Own the recruitment process from end to end
• Act as the central point of coordination for each assigned vacancy and remain accountable for progressing it through all recruitment stages.
• Maintain an accurate recruitment tracker showing candidate status, actions, owners, timelines and outstanding decisions.
• Provide regular progress updates to managers and leads, highlighting shortlisted candidates, market feedback, challenges and actions required.
• Escalate delays, sourcing difficulties or mismatches between requirements and available talent, proposing practical solutions.
• Coordinate offer preparation and candidate discussions with HR and the hiring manager, within approved terms and delegated authority.
• Follow through on offer acceptance, notice periods, documentation and the agreed commencement date.
• Monitor agency performance and recruitment expenditure against approved arrangements.
• 5. Monitor initial onboarding
• Coordinate a structured handover to HR and the receiving manager, ensuring that pre-employment requirements and onboarding arrangements are in place.
• Maintain contact with the successful candidate before commencement to support a smooth transition.
• Follow up with the employee and manager during the initial onboarding period to assess integration, clarify expectations and identify concerns early.
• Ensure any onboarding issues are referred promptly to the responsible manager or HR and followed through to resolution.
• Use feedback from new employees and managers to improve future recruitment and selection.
• 6. Maintain recruitment standards and reporting
• Maintain complete, accurate and confidential recruitment records.
• Apply consistent, fair and professional recruitment practices across the Group.
• Report on recruitment progress, time to fill, sourcing effectiveness, offer acceptance, recruitment costs and early retention.
• Recommend improvements to recruitment processes, platforms and agency arrangements.

Qualifications and Experience

• Proven experience independently managing specialised, professional and managerial recruitment from initial briefing through to appointment.
• Demonstrated success in headhunting and filling difficult-to-source positions.
• Strong experience using LinkedIn, recruitment platforms, professional networks and direct sourcing techniques.
• Experience working with hiring managers and managing local and overseas recruitment agencies.
• Strong interviewing, candidate assessment and stakeholder management skills.
• Experience managing several recruitment assignments simultaneously while maintaining clear priorities and timely follow-up.
• A qualification in Human Resources, Business Management or a related discipline is desirable; substantial relevant recruitment experience will also be considered.

Personal Attributes and Competencies

• Proactive, resourceful and solution-focused, with a strong sense of ownership.
• Confident engaging with senior managers and experienced professionals.
• Persistent and results-driven, with the ability to move assignments forward independently.
• Organised, responsive and disciplined in communication and follow-up.
• Able to understand unfamiliar specialist roles and translate business needs into effective recruitment criteria.
• Sound judgement, discretion and a high standard of professional integrity.