Senior Recruitment Associate

Entity: Genser Energy Côte d’Ivoire SA (GECS)
Position: Senior Recruitment Associate

Division / Department: Organizational Development (ODV)  Location: Abidjan, Côte d’Ivoire (West Africa) 

Report Directly to: Recruitment Manager

Designation Level: Functional Head

Job Purpose : The Senior Recruitment Officer is responsible for managing and optimising the end-to-end recruitment process to attract, assess and select qualified talent to meet the company’s current and future workforce needs.

The role supports operational managers in workforce planning, implements sourcing strategies tailored to local and international talent markets, ensures the quality and compliance of recruitment activities, and contributes to the continuous improvement of talent acquisition practices in accordance with Group standards and applicable regulations.

KEY RESPONSIBILITIES

Workforce Planning and Talent Acquisition

• Collaborate with division and department heads to anticipate workforce needs, prioritise recruitment activities, and define required candidate profiles, experience levels and employment arrangements.
• Analyse operational requirements, ongoing projects and business forecasts to identify appropriate staffing solutions, including external recruitment, internal mobility, promotions and redeployment.
• Develop and implement recruitment strategies aligned with business priorities and the specific characteristics of local and international talent markets.
• Draft, review and standardise job descriptions and competency profiles in collaboration with relevant stakeholders.
• Build and maintain talent pipelines through professional networks, job platforms, LinkedIn Recruiter, internal databases, employee referral programmes, educational institutions and specialised recruitment agencies.
• Develop and publish compelling job advertisements through appropriate channels to maximise visibility and attract qualified applicants.
• Apply advanced sourcing techniques, including Boolean searches, to identify suitable candidates, particularly for technical and hard-to-fill positions.
• Establish partnerships with universities, schools, professional associations and recruitment agencies to diversify candidate sourcing channels.

Candidate Screening, Assessment And Experience

• Review and shortlist applications based on technical skills, experience, behavioural competencies and job requirements.
• Conduct initial screening interviews and coordinate technical, behavioural and panel interviews with operational managers.
• Apply structured, competency-based assessment methods to promote objectivity, consistency and traceability in recruitment decisions.
• Maintain regular communication with candidates and internal stakeholders throughout the recruitment process to ensure a positive candidate experience.
• Prepare interview summaries, recruitment recommendations and selection documentation for submission to the relevant decision-makers.
• Prepare and coordinate employment offers in accordance with delegated authorities, internal policies and approved compensation frameworks.
• Ensure internal equity and consistency in salary proposals, in coordination with HR and the relevant compensation stakeholders.
• Ensure a structured handover of selected candidates’ files to HR Operations for onboarding preparation.

Recruitment Operations And Continuous Improvement

• Monitor vacancies and maintain accurate, up-to-date recruitment records, candidate statuses and deadlines in the Applicant Tracking System (ATS).
• Prepare periodic dashboards and reports on key recruitment metrics, including time-to-fill, cost-per-hire, candidate conversion rates, quality of hire and adherence to agreed timelines.
• Analyse performance gaps and recommend corrective actions to improve recruitment efficiency, quality and cost control.
• Ensure the accuracy, confidentiality and traceability of recruitment data.
• Ensure compliance with applicable labour laws, internal policies, recruitment procedures and regulatory requirements across the relevant entities.
• Monitor labour market trends, sourcing practices, digital tools and innovations in talent acquisition.
• Use digital tools and artificial intelligence solutions appropriately, securely and in compliance with confidentiality requirements to improve recruitment productivity and quality.

Team Supervision and Development

• Organise and allocate recruitment activities according to business priorities and workload.
• Set individual objectives, monitor performance and conduct performance reviews for employees under direct supervision.
• Identify training needs and develop competency development plans to strengthen the team's expertise.
• Coordinate team leave and rotation schedules to ensure business continuity.
• Coach team members to improve their practices and promote a culture of collaboration, accountability and performance.

Budget Management and Procurement

• Contribute to the preparation of the annual budget and periodic forecasts for recruitment-related expenditure.
• Monitor costs associated with recruitment campaigns, job advertisements, external recruitment agencies, sourcing tools and related services.
• Track expenditure against the approved budget and recommend cost optimisation measures.
• Initiate and follow up on purchase requisitions, purchase orders and payment requests in Sage X3, in accordance with internal procedures.
• Monitor service contracts within the scope of responsibility, in coordination with the Procurement, Finance and Legal departments.
• Ensure budget availability and compliance with approval workflows before any expenditure is committed.

EDUCATION AND QUALIFICATIONS

• Bachelor’s degree (Bac+3) in Human Resources Management, Business Administration, Psychology or a relevant field.
• A master’s degree (Bac+5) in Human Resources, Management or an equivalent discipline is an advantage.
• Additional training in recruitment, competency assessment or talent management is desirable.
• Professional experience in an international or multicultural environment is required.

PROFESSIONAL EXPERIENCE

• At least four (4) years of relevant experience in recruitment or talent acquisition, preferably within an international company operating in the industrial, energy, engineering or construction sectors.
• Demonstrated experience managing the full recruitment lifecycle, including recruitment for technical, specialised and hard-to-fill positions.
• At least two (2) years of experience coordinating activities or supervising a team.
• Experience in multi-site or cross-country recruitment is an advantage.

TECHNICAL AND LANGUAGE SKILLS

• Sourcing and Recruitment: Proficiency in direct sourcing, Boolean search techniques, candidate screening and structured interviewing.
• Recruitment Systems: Proficiency in ATS platforms and recruitment tools, particularly LinkedIn Recruiter. Familiarity with BambooHR, Greenhouse, SAP or other HR solutions is an advantage.
• Digital Tools: Good command of Microsoft Office, particularly Excel, Word and PowerPoint, as well as AI tools such as ChatGPT, Claude and Microsoft Copilot, in compliance with confidentiality and data protection requirements.
• Analytics and Reporting: Ability to analyse recruitment data, develop dashboards and make recommendations based on key performance indicators.
• Budget and Administrative Management: Knowledge of budget monitoring, procurement processes and enterprise management systems. Familiarity with Sage X3 is desirable.
• Employment Law and Compliance: Knowledge of labour law principles, non-discrimination, confidentiality and recruitment-related compliance requirements.
• Languages: Excellent professional command of both French and English, spoken and written, with the ability to conduct interviews, negotiate with stakeholders and prepare professional documents in an international environment.

BEHAVIOURAL AND MANAGERIAL COMPETENCIES

• Strategic Orientation: Understand business priorities and anticipate workforce and competency requirements.
• Leadership and Supervision: Organise work, promote accountability and support team members’ professional development.
• Results Orientation: Achieve recruitment objectives while balancing quality, timeliness and cost efficiency.
• Communication and Negotiation: Interact effectively with candidates, managers, service providers and international stakeholders.
• Analytical and Decision-Making Skills: Interpret data, assess candidates objectively and formulate relevant recommendations.
• Organisation and Prioritisation: Manage multiple recruitment assignments simultaneously while meeting operational deadlines.
• Adaptability and Problem-Solving: Adjust sourcing strategies in response to labour market developments and operational constraints.
• Continuous Improvement: Streamline processes, leverage digital tools and promote best practices.
• Integrity and Confidentiality: Demonstrate discretion, fairness and professionalism in handling applications and recruitment decisions.
• Talent Development: Encourage learning, knowledge sharing and professional growth within the team.

KEY PERFORMANCE INDICATORS (KPIs)

Performance in this role may be assessed against the following indicators:

• Compliance with recruitment timelines agreed with operational managers.
• Percentage of vacancies filled within established deadlines.
• Quality of hire, measured notably through the performance and retention of new employees.
• Average cost-per-hire and adherence to the approved budget.
• Satisfaction levels among hiring managers and candidates.
• Accuracy and timely updating of ATS data.
• Effectiveness of sourcing channels and development of talent pipelines.
• Compliance with internal procedures, legal requirements and approval workflows.
• Achievement of performance and professional development objectives for supervised employees.
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