Head of Talent Acquisition - Fluent in English

About GSM Kazakhstan

GSM Kazakhstan is a member of Green and Smart Mobility (GSM Global), a pioneering technology-driven transportation company committed to promoting sustainable mobility solutions. As part of a rapidly growing international ecosystem, GSM Kazakhstan delivers customer-centric transportation services while leveraging innovative technologies to enhance service quality and operational excellence.

1. Position Purpose

The Head of Talent Acquisition is responsible for leading and executing the end-to-end Talent Acquisition strategy for all non-driver positions in Kazakhstan, ensuring timely, cost-effective, and high-quality hiring aligned with GSM Global’s business strategy, organizational growth, workforce plan, and operational priorities.

2. Key Responsibilities

A. Talent Acquisition Strategy & Workforce Planning

• Develop and execute recruitment strategies aligned with business objectives, workforce plans, and approved headcount.
• Partner with HR, hiring managers, and business leaders to understand workforce requirements, define hiring priorities, and establish recruitment plans.
• Provide talent market insights and recruitment recommendations to support workforce planning and organizational decisions.
• Build and maintain talent pipelines for critical and hard-to-fill & high number of available positions.

B. End-to-End Recruitment

• Manage the full recruitment lifecycle for corporate, management, specialist, and operational roles, excluding driver recruitment.
• Lead sourcing, screening, interviews, assessments, candidate management, offer negotiation, and onboarding coordination.
• Ensure recruitment activities are delivered within agreed timelines, quality standards, and approved headcount.
• Maintain a professional and consistent candidate experience throughout the hiring process.

C. Global Head Office & Stakeholder Management

• Act as a key Talent Acquisition interface between the Kazakhstan business and GSM Global Head Office.
• Work effectively with both local and global stakeholders, including HR, HRBP, functional Heads, business leaders, and Global HR/TA teams.
• Align local recruitment activities with Global TA policies, processes, governance requirements, and business priorities.
• Proactively manage recruitment risks, blockers, dependencies, and stakeholder actions to ensure timely hiring decisions.
• Support the implementation and localization of Global HR/TA initiatives in Kazakhstan.

D. Recruitment Reporting & Analytics

• Own recruitment tracking and provide weekly recruitment progress reports to local leadership and Global Head Office.
• Report on hiring plan fulfillment, open positions, candidate pipeline, interview/offer status, timelines, aging positions, risks, and required actions.
• Track key metrics including time-to-hire, cost-per-hire, offer acceptance rate, pipeline conversion, and quality of hire.
• Provide data-driven insights and ad-hoc analysis to support recruitment and workforce decisions.

E. Sourcing & Employer Branding

• Develop and optimize sourcing channels including LinkedIn, job portals, referrals, recruitment agencies, professional networks, and local partnerships.
• Build and maintain talent pools for current and future hiring needs.
• Monitor talent market trends, talent availability, competitor hiring, and salary benchmarks.
• Support employer branding and talent attraction initiatives with HR, Marketing, and Global teams.

F. Ad-hoc Case Management & Candidate Negotiation

• Manage ad-hoc and complex recruitment cases on a case-by-case basis.
• Handle candidate negotiations covering compensation, offers, counter-offers, notice periods, competing offers, start dates, and other exceptional circumstances.
• Balance candidate expectations with business needs, compensation frameworks, and recruitment governance.
• Coordinate with relevant stakeholders to resolve sensitive cases and escalate exceptions requiring management review.

G. DOA, Governance & Compliance

• Understand and apply the company’s Delegation of Authority (DOA) and recruitment approval framework.
• Ensure each recruitment case, compensation proposal, exception, and offer is properly assessed and routed to the appropriate approval authority.
• Ensure no recruitment commitment is made beyond delegated authority.
• Maintain appropriate audit trails and ensure compliance with internal policies, Global standards, DOA requirements, and local regulations.

H. Documentation, Confidentiality & Process Improvement

• Maintain complete and accurate recruitment records, including candidate assessments, approvals, offers, negotiations, compensation proposals, and supporting documents.
• Ensure proper document storage, retention, and audit readiness throughout the recruitment lifecycle.
• Maintain strict confidentiality of candidate, compensation, organizational, and recruitment-related information.
• Continuously improve recruitment processes, sourcing strategies, assessment practices, reporting, tools, and candidate experience.
• Support the implementation and localization of Global TA processes, policies, and systems.

3. Qualifications & Competencies

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, Management, or a related field.
• Minimum 6 years of Talent Acquisition / Recruitment experience.
• Proven in-house / internal HR or strategic TA experience is mandatory.
• Experience in an international, multinational, or fast-growing organization.
• Proven experience working with a Global Head Office / international HQ is mandatory.
• Experience recruiting across multiple functions and managing local and global stakeholders.
• Experience in candidate negotiation, compensation discussions, and complex hiring cases is strongly preferred.

Skills & Capabilities

• Fluent English is mandatory, with strong written and verbal communication skills for international stakeholder management.
• Strong end-to-end Talent Acquisition, stakeholder management, and candidate negotiation capabilities.
• Good understanding of DOA, recruitment governance, and internal approval processes.
• Strong reporting, analytical, and presentation skills with a data-driven approach.
• Strong organizational and project management skills.
• High level of integrity, confidentiality, accountability, and attention to detail.
• Strong knowledge of ATS, recruitment platforms, sourcing tools, and recruitment analytics.
• Russian and/or Kazakh language proficiency is an advantage.

Note:

+Due to the high volume of applications received, only shortlisted candidates will be contacted for the next stage of the recruitment process.

+ We sincerely appreciate your interest in GSM Kazakhstan and thank all applicants for your time and consideration. We encourage you to apply for future opportunities that match your qualifications and career aspirations.

+ All applications and personal information submitted will be treated with strict confidentiality and handled in accordance with applicable data privacy regulations.