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BDM

We are looking for a motivated, energetic BDM to join our team.

+2 years of Experiance

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Recruitment Consultant

We are looking for a motivated, energetic recruitment consultant to join our high level team.

Requirements
  • Develop, maintain and expand client relationships.
  • Identify talented candidates and prospective clients.
  • Write applications and submissions for clients.
  • Create appealing advertisements.
  • Check applicant references.
  • Arrange and conduct interviews.
  • Negotiate employee salary rates
What we Expect from you?
  • At least 18 months’ experience in an sector specific recruitment role or at least 3 years’ experience in general recruitment.
  • Proven track record of successful placements.
  • Experience working to KPIs.
  • Exceptional ability to build and nurture relationships.
  • Excellent ability to communicate and work in a team.
  • Desire for a long-term career move.
  • Ability to stay up-to-date with market trends

If you think you fit the bill, send your resume through to us today: You will receive training in our methodology and enjoy the support of a friendly and dynamic team, all working towards the goal of achieving successful placements for a wide client base.

Closed

Chief Customer Officer

Engage the organization in managing customer relationships, revenue, and profit.Create a persistent focus on the customer in the actions the company takes.Drive the organization to work together for optimum customer experience delivery.Support leaders in their role as cultural leaders in the transformation journey.

Requirements

AS A CHANGE AGENT INSIDE THE COMPANY, THE CHIEF CUSTOMER OFFICER PERFORMS FOUR SPECIFIC FUNCTIONS:

  • 1. Establishes metrics for defining the relationship with customers

    partners: Usually finance and marketing for guerrilla metrics; Issue trendingrequires engagement and alignment with all functional vice presidents

    Guerrilla metrics; simple metrics to manage customers as an asset.Voice of the Customer competency development.Real-time issue trending and tracking (such as complaints).Corralling all the surveys and uniting a company-wide approach.Optimizing for “listening” pipe opportunities, web, social media, field, etc.Create a united platform for understanding and taking action.

  • 2.INFLUENCES CROSS-COMPANY AGREEMENT ON HOW TO DELIVER GREATEST VALUE TO CUSTOMERS

    Partners: Marketing and finance (And sales, depending on the organization)

    Define what customers value – how to determine the differentiating experience to be delivered.Determine what customers to invest in.Decide where to make investment decisions, that is, the highest-impact contacts and efforts.Create a common language set and definitions for the customer experience.

  • 3. IN PARTNERSHIP WITH LEADERS, DRIVES ACCOUNTABILITY THROUGH CROSS-COMPANY DATA AND METRICS

    Partners: The chief executive and all functional vice presidents

    Facilitate the development of the accountability action chain, establishing the approaches and implementation of research to understand customer loyalty and return on investment (ROI).Work with leaders to identify baseline metrics for tracking interaction with customers.Drive tracking and reporting to get to reliability in key interactions.Lead the accountability forums – when to meet with whom to drive accountability.Work with leaders on messages, reinforcing, recommendations for recognition, and driving the culture change forward.

  • 4. CLARIFIES A COMMON APPROACH AND PROCESS FOR DRIVING THE WORK ACROSS THE ORGANIZATION

    Partners: All of the functional vice presidents

    Identify operational accountability cross-functional alliances.Facilitate working together across the silos instead of separately within them.Instill the discipline of process change and change management into the organization.

Closed

Human Resource Consultant

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Requirements
  • Managing complex HR agenda with the line managers in the business unit.
  • Coaching managers( internal and external) in dealing with employees in difficult situations.
  • Recruiting employees in the business unit.
  • Identifying key talents in the business unit and prepares the individual development plans for key talents.
  • Handlingdifficult situations in the business unit and trains managers in the employee relations.
  • Overseeing HR administration in the business unit and solving difficult situations.
  • Implementing the HR Strategy in close cooperation with line managers -clients and BU and the HR Business PartnerSupports managers in new employee induction and terminations of departing employees.
  • Speaking regularly with top talents and identifying new job opportunities for them.
  • Engaging in different people management projects in the business unit and clients unit.
  • Developing line managers ( clients and internal)in their leadership and management skills
  • Providing the instant feedback to line managers (clients and internal) about their people management practices
Key Skills and Competencies:
  • Communication Skills
  • Presentation Skills
  • Negotiation Skills
  • HR Practices Skills
  • HR Procedures Knowledge
  • Difficult situation solving Skills
Closed

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