Talent Acquisition Officer

Job title Talent Acquisition Officer Job family Talent Acquisition

Department HR Location Almaty, Kazakhstan

Reports to HR Director Career Level N/A

Job summary

The Talent Acquisition Officer is responsible for leading end-to-end recruitment activities for the greenfield construction of a sugar factory project in Kazakhstan. The role will develop and execute recruitment strategies to attract, assess, and hire highly qualified project personnel across Engineering, Design, Procurement, Contracts Management, Construction, Logistics, Project Controls, Commercial, HSE, Quality, Finance, HR, IT, and other project support functions.

The incumbent will partner closely with project leadership and department heads to ensure critical project positions are filled in accordance with the project schedule while maintaining compliance with Kazakhstan labor regulations and company recruitment standards. ​​​​​​​​​​​​​​

Responsibilities and accountabilities

- Maintain the project recruitment plan in line with the approved manpower plan, mobilization schedule, and construction priorities.

- Manage end-to-end recruitment for project management, engineering, design, procurement, contracts management, construction, logistics, project controls, HSE, quality, and project support positions.

- Prepare or validate job descriptions and candidate specifications before commencing recruitment activities.

- Source qualified candidates through direct search, professional networks, referrals, recruitment agencies, job portals, and industry databases.

- Conduct initial screening interviews to assess candidates’ project experience, technical background, competencies, availability, location preference, and compensation expectations.

- Prepare structured candidate shortlists and submit relevant profiles to hiring managers with clear screening notes and recommendations.

- Coordinate technical interviews, panel interviews, assessments, and final selection discussions with relevant project stakeholders.

- Verify candidates’ experience in greenfield construction, EPC, industrial, manufacturing, infrastructure, or other relevant project environments.

- Build and maintain talent pools for critical, specialist, and difficult-to-fill project positions.

- Manage relationships with recruitment agencies, executive search firms, and other external recruitment partners.

- Coordinate international recruitment activities for expatriate or regional candidates when suitable local candidates are unavailable.

- Ensure recruitment and selection activities comply with Kazakhstan labor legislation, company policies, approved authority levels, and ethical recruitment standards.

- Coordinate reference checks, employment verification, qualification verification, and other pre-employment checks required by the company.

- Prepare employment offer recommendations in accordance with approved salary structures, project budgets, internal equity, and authorization requirements.

- Manage offer discussions and candidate negotiations within approved authority limits and escalate exceptions for management approval.

- Maintain regular communication with selected candidates throughout the notice period, pre-mobilization process, and joining arrangements.

- Coordinate with HR Operations, administration, travel, visa, medical, and project teams to support successful candidate mobilization and onboarding.

- Maintain accurate and complete recruitment records in the applicant tracking system, recruitment tracker, and personnel documentation files.

- Prepare regular recruitment dashboards and reports covering vacancy status, candidate pipelines, interviews, offers, joining dates, recruitment risks, and outstanding actions.

- Identify recruitment delays, talent shortages, candidate availability risks, and compensation challenges, and recommend corrective actions.

- Support employer branding activities, recruitment campaigns, career fairs, professional networking events, and targeted market outreach in Kazakhstan.

Note: The accountabilities listed above are not permanently fixed and can be reviewed and modified from time to time depending on organizational and business requirements.