This will act as a guide and you may have specific requirements that relate to your business and sector.
Below is a list of key duties we’d expect to see when putting together a job description:
- Identifying organisational needs for their talent offering.
- Creating and implementing a commercially viable talent acquisition strategy.
- Demonstrate how this will improve recruitment, retention and commercial performance.
- Managing a talent team with development and commercial success as a key driver.
- Managing individual and team training programmes.
- Planning regular employee performance reviews and delivering reports to Key Stakeholders and Management.
- Developing and implementing employee retention programmes and strategies.
- Understanding workforce planning and resource forecasting.
- Identifying skills gaps, developing solutions and strategies to address these.
- Understanding the current recruitment trends.
- Tailor programmes to the organisation’s markets to identify the impact upon the business.
- Developing long-term talent plans with future trends and forecasts.
- Developing and implementing strategies to attract diverse candidates to all areas of the business
Monitoring and reporting on staff retention.
Below is a list of key qualifications we’d expect to see when putting together a job description:
We often find that experience in a role and specific skills gained whilst working are of primary concern to employers there will often also be the requirement for specific qualifications.
- Some may require Degree Education.
- Being educated to a degree level is often desirable.
- CIPD qualifications are often requested and expected.
- Alternatively, graduates with a level-7 qualification will be in high demand.
- MBA in HR management is also another option.
- Some employers will also welcome a BTEC HNC/HND in HR management.