JOB DESCRIPTION
Job Title:
Talent Acquisition Specialist
O*NET Code:
13-1071.01 (Talent Acquisition Specialists)
Job Level:
L3 — Specialist
Job Code:
RA-HR-01
Sector:
Human Resources
Company:
Al-Rafidain Group
Division:
Talent Acquisition
Department:
Human Resources Department
Section:
Recruitment & Talent Acquisition
Reports To:
 
Subordinates:
 
Functional Manager
 
 
Job Purpose
Run the full end-to-end recruitment cycle for Al-Rafidain Group companies — partner with hiring managers to clarify staffing needs; source, screen, assess, and offer qualified candidates; and protect a positive candidate experience and the Group's employer brand from first contact through onboarding. The Work Location is Al-Sadoon Street (Group HQ); the role covers vacancies across all Group operating companies on assignment from the Talent Acquisition Manager. The role applies specialist expertise within the Human Resources Department domain, ensuring that day-to-day work meets technical, regulatory, and quality requirements while contributing to the unit's continuous-improvement agenda. The job-holder is expected to operate with a high degree of autonomy on routine tasks while escalating complex matters appropriately.
Key Duties & Responsibilities
●  Manage the end-to-end recruitment cycle for assigned vacancies across the Group: from intake meeting to offer acceptance and handover to HR Operations.
●  Partner with hiring managers across operating companies to clarify role requirements, success profile, must-have/nice-to-have criteria, and salary range within the Job Grading Grid.
●  Publish job advertisements on Group-approved channels (Iraqi job boards, LinkedIn, university partners, social media, internal portal) with consistent employer-brand voice.
●  Source candidates proactively through LinkedIn Recruiter, direct outreach, referrals, talent-pool databases, and recruitment-event activations.
●  Screen CVs, run competency-based phone/video interviews, and apply structured assessments aligned with the role's competency framework.
●  Coordinate technical interview rounds with hiring panels, schedule assessment-centre exercises, and consolidate panel feedback into clear hire/no-hire recommendations.
●  Conduct reference and background checks per Group policy and Iraqi data-protection norms.
●  Prepare offer letters aligned with the WAP Job Grading Grid; negotiate offers with candidates and obtain HR Director approval for any exceptions.
●  Maintain the candidate pipeline, recruitment tracker, and ATS in real time; ensure data integrity and Group reporting consistency.
●  Support pre-boarding and onboarding handover with HR Operations — contract issuance, system access, induction scheduling, social-security registration.
●  Champion a positive candidate experience throughout the funnel — timely communication, professional tone, closure feedback for declined candidates.
●  Monitor and report recruitment KPIs (time-to-fill, time-to-hire, offer-acceptance rate, source-of-hire, candidate experience score) on a monthly cadence.
●  Contribute to employer-branding initiatives: careers-page content, LinkedIn life pages, university outreach, and recruitment-event activations.
●  Build and maintain talent pools for critical and recurring vacancies across the Group's industries (pharma, hospitality, real estate, transport, services, trade).
●  Ensure full compliance with Group HR policies, Iraqi Labour Law 37/2015, and equal-opportunity recruitment principles.
●  Apply specialist technical knowledge to ongoing operations and contribute to continuous improvement initiatives.
●  Maintain accurate records and documentation in line with regulatory and quality-system requirements (ALCOA+, ISO 9001).
●  Support audits, inspections, and certification programmes by providing technical evidence on request.
●  Participate in cross-functional projects to address operational challenges and improvement opportunities.
Qualifications & Requirements
Bachelor's degree in Human Resources, Business Administration, Psychology, or related discipline. SHRM-CP / PHR / LinkedIn Certified Recruiter certification preferred. Working knowledge of Arabic and English (written and spoken) is required; good English command preferred.
 
● Languages: Working proficiency in Arabic (native or near-native) and English (intermediate or above for technical reading and reporting).
● Computer literacy: Proficiency in Microsoft Office (Word, Excel, PowerPoint) and the company's enterprise systems (ERP/LIMS/CMMS as applicable to the role).
Experience
Proven recruitment / talent-acquisition experience preferred (typically 2-5 years), ideally in a multi-industry group or staffing agency. Experience with Applicant Tracking Systems and LinkedIn Recruiter is highly valued.
 
● Track record of successful delivery in a comparable role within a regulated or quality-driven environment.
● Demonstrated ability to operate within an Iraqi-Group setting, working with internal stakeholders across functions and external regulators / partners.
Skills & Competencies (Knowledge, Skills and Abilities)
Knowledge
●  End-to-end recruitment processes and competency-based interviewing
●  Sourcing channels and techniques (LinkedIn, job boards, referrals, Boolean search)
●  Iraqi Labour Law 37/2015 and equal-opportunity recruitment principles
●  Applicant Tracking Systems (ATS) and recruitment analytics
●  Employer-branding and candidate-experience frameworks
●  Group HR policies and WAP Job Grading Grid
Skills
●  Communication, active listening, and stakeholder management
●  Interviewing and candidate assessment
●  Negotiation (offers, counter-offers, terms)
●  Time management and pipeline prioritisation
●  Problem solving and creative sourcing
●  Organisational and coordination skills
●  Microsoft Office (Word, Excel, PowerPoint, Outlook)
●  Reporting and recruitment-funnel analytics
Abilities
●  Read candidate motivations and assess culture fit accurately
●  Manage multiple parallel vacancies without losing candidates
●  Work under pressure and meet aggressive time-to-fill targets
●  Maintain confidentiality and integrity in candidate handling
●  Represent the Group's employer brand authentically across channels
Key Performance Indicators (KPIs)
●     Time-to-fill — Target: ≤ 45 days (standard) / ≤ 90 days (critical) | Frequency: Monthly | Source: ATS
●  Time-to-hire — Target: ≤ 30 days from offer to start | Frequency: Monthly | Source: ATS / HRIS
●  Offer-acceptance rate — Target: ≥ 85% | Frequency: Quarterly | Source: ATS
●  Quality of hire (first-year retention) — Target: ≥ 90% | Frequency: Annual | Source: HRIS
●  Vacancy closure rate — Target: ≥ 95% of assigned reqs | Frequency: Monthly | Source: ATS
●  Candidate experience score (CSAT) — Target: ≥ 4.2 / 5 | Frequency: Quarterly | Source: Candidate post-process survey
●  Hiring-manager satisfaction — Target: ≥ 4 / 5 | Frequency: Quarterly | Source: Internal survey
●  Pipeline coverage for critical roles — Target: ≥ 3 qualified candidates per critical req | Frequency: Monthly | Source: ATS / talent map
 
Prepared by: (Direct Manager)
Reviewed by: (BUHR / HRBP)
Approved by: (Group OD Manager)
Approved by: (Group HR Director)
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Acknowledgement
This certifies that I have read the job description and I am able to perform all essential duties as outlined.
Employee Name: ________________   Signature: ________________   Date: ________________