Job Description

The Senior HR Recruiter is responsible for leading the full-cycle recruitment process, driving talent acquisition strategies, and ensuring the organization attracts, hires, and retains top talent. This role involves collaborating closely with hiring managers and leadership, mentoring junior recruiters, and implementing innovative sourcing techniques to build strong talent pipelines. The Senior HR Recruiter also plays a key role in employer branding and workforce planning.

Key Responsibilities

Talent Acquisition & Strategy

• Lead the end-to-end recruitment process across multiple business units.

• Partner with hiring managers to understand staffing needs and develop recruitment strategies.

• Utilize advanced sourcing techniques, including networking, referrals, and digital platforms.

• Develop and maintain a strong pipeline of talent for critical roles.

Candidate Management

• Screen, interview, and assess candidates to ensure alignment with role requirements and company culture.

• Negotiate job offers, compensation, and employment terms.

• Ensure a professional and positive candidate experience throughout the hiring journey.

Team & Stakeholder Collaboration

• Mentor and guide junior recruiters and HR team members.

• Work with HR leadership on workforce planning and talent forecasting.

• Provide recruitment insights, market intelligence, and best practices to hiring managers.

Onboarding & Compliance

• Oversee pre-employment checks, background verification, and documentation.

• Support smooth onboarding and transition of new hires.

• Ensure all recruitment practices comply with labor laws and company policies.

Employer Branding & Talent Engagement

• Promote the company’s employer brand across job boards, career fairs, and social media.

• Build long-term relationships with universities, professional networks, and industry groups.

• Represent the company at recruitment events and networking opportunities.

Reporting & Analytics

• Track and report recruitment metrics such as time-to-fill, cost-per-hire, and quality of hire.

• Use data-driven insights to improve recruitment strategies and outcomes.