Recruitment & HR Executive

Key Responsibilities

• Recruitment Lifecycle: Manage each stage of the hiring process, from identifying workforce requirements and preparing original vacancy content to selection, offer coordination and the completion of pre-employment formalities.
• Candidate Sourcing: Attract suitable applicants through job platforms, social media, direct outreach, professional networks, database searches and targeted international campaigns.
• Stakeholder Collaboration: Partner with operational leaders across healthcare, early-years education, vocational learning, hospitality and support services to clarify recruitment priorities and agree on suitable candidate profiles.
• Screening and Selection: Carry out initial interviews, structured competency evaluations and role-related assessments, while arranging subsequent interviews with the relevant decision-makers.
• International Recruitment: Coordinate overseas hiring initiatives, communicate with external recruitment partners and support candidates throughout the applicable immigration and relocation procedures.
• Employment and Immigration Compliance: Administer documentation connected with Jobsplus, Identità and other relevant authorities, including Single Permit submissions, vacancy declarations and supporting records.
• Qualification Verification: Arrange the validation of academic credentials through the appropriate Maltese bodies and confirm professional registrations, police conduct documentation, references and other mandatory clearances.
• Offer Coordination: Prepare employment proposals and contracts that comply with Maltese legislation, discuss approved remuneration terms with successful candidates and gather the required documentation before onboarding.
• Talent Pipeline Development: Build and maintain pools of prospective candidates for recurring and difficult-to-fill vacancies, helping the Business respond quickly to future staffing requirements.
• Employer Visibility: Promote the Client as an attractive workplace by participating in career fairs, educational events and community recruitment initiatives, while developing relationships with local institutions.
• Recruitment Systems: Keep candidate records accurate and current within the Company’s HR and recruitment systems, ensuring appropriate handling of personal and confidential information.
• Performance Reporting: Monitor indicators such as recruitment expenditure, sourcing results, vacancy completion times, acceptance levels, hiring conversion rates and early employee retention.
• Workforce Planning: Contribute to periodic market reviews, remuneration comparisons and forward-looking staffing plans that support the Group’s operational needs.

Qualifications, Skills and Attributes

• Education: An MQF Level 6 qualification in Human Resources, Psychology, Business Administration or another relevant discipline is required. Membership of, or certification from, a recognised HR body such as CIPD or SHRM would be advantageous.
• Experience: Between three and five years of progressively responsible recruitment or talent acquisition experience is expected. Exposure to volume recruitment in Malta, particularly within healthcare, care services, childcare, education or hospitality, would be highly valued.
• Language Skills: Excellent command of written and spoken English is required to succeed in this role. The ability to communicate in Maltese or another language would be an asset.
• Communication Skills: Strong writing, interviewing and presentation abilities are essential, together with the confidence to explain processes and expectations clearly to candidates and hiring managers.
• Interpersonal Skills: A considerate and professional approach is required when engaging with people from varied cultural and occupational backgrounds, supported by sound judgement and emotional awareness.
• Regulatory Knowledge: A practical understanding of Maltese employment legislation, Jobsplus procedures, Identità requirements and the MFHEA and MQRIC frameworks is required.
• Technical Skills: Proficiency in Microsoft 365, online recruitment platforms, applicant databases and advanced candidate-search techniques is expected. Experience using LinkedIn Recruiter would be beneficial.
• Assessment Skills: The ability to conduct structured interviews, evaluate competencies, coordinate job-related testing and complete thorough reference and background checks is essential.
• Organisation: Excellent planning and administrative capabilities are required to manage several vacancies, deadlines, permit applications and stakeholder expectations simultaneously.
• Negotiation: The successful candidate should be able to present employment opportunities persuasively and handle remuneration discussions sensitively within approved parameters.
• Self-Motivated: A proactive, resilient and results-focused outlook is necessary, particularly when recruiting for urgent, specialist or challenging vacancies.
• Problem-Solving: The role calls for practical thinking, adaptability and the ability to address recruitment obstacles without compromising compliance or candidate experience.

What’s on Offer

• Compensation: A competitive remuneration package, complemented by bonuses linked to performance.
• Employment Terms: A permanent, full-time position.
• Working Hours: A 40-hour working week, Monday to Friday, from 08:30 to 17:00.
• Health and Wellbeing: Comprehensive private medical insurance and wellbeing-related benefits.
• Professional Learning: Subsidised access to relevant courses and recognised qualifications.
• Staff Discounts: Preferential rates across selected hospitality and other services offered by the Group.
• Workplace Culture: An inclusive and energetic environment where individual effort is recognised and valued.
• Career Development: Opportunities for professional growth and advancement within a dynamic and expanding organisation.