Anja Erjy Rajoarifera

Responsible for the overall management of the recruitment process and the integration of new employees, orienting the approach strategy towards optimizing costs, deadlines and quality. I also ensure the development of a proactive acquisition strategy, by implementing the annual recruitment plan, defining human resources needs in connection with the strategic development of each department, with the aim of anticipating skills needs and effectively targeting rare or specialized profiles. In parallel with these strategies, I coordinate the implementation of innovative sourcing methods via digital channels (LinkedIn, professional networks, career events), the development of an active pool of talents, as well as contributing to the strengthening of the employer brand.

As part of this position, my main responsibilities consisted of defining and implementing the HR strategy, with a particular focus on talent acquisition. This included identifying the recruitment needs of departments, defining appropriate sourcing channels, setting up skills assessment tools, drafting salary proposals, organizing the logistics of integration (including detailed planning of the welcome process), as well as drafting employment contracts for new recruits or employees promoted internally.

In parallel with these operational missions, I was also the focal point between all internal departments of QMM and the Rio Tinto Group's Talent Acquisition team. This role involved ensuring the adaptation and implementation of the Group's standards within the company's internal environment, while taking into account local external realities.

In terms of communication and institutional relations, I ensured the establishment and maintenance of effective collaborative relationships with all directors and department heads on site. I was also in charge of managing external stakeholders, including employment offices (MERA), government institutions, academic partners (universities), and other official visitors.

Finally, at the level of administrative management, I managed the production of weekly and monthly KPIs relating to recruitment and integration, and I coordinated continuous improvement projects of HR processes, in particular those linked to optimizing the efficiency of recruitment and onboarding.

My responsibilities for the position are oriented towards the management of HR projects, both on internal projects (monitoring the progress of projects and optimizing allocated resources) and on external projects (representing the service to the various stakeholders). I also ensure the complete management of the departments' recruitment portfolios, from A to Z, that is to say the monitoring of job budgets, the analysis of sourcing up to the integration of new employees. In addition to these functions, I ensure the establishment of daily, weekly and monthly KPIs, while proposing various actions aimed at optimizing time and improving the quality of recruitment.

Regarding career management, I work closely with HRBPs to carry out skills analysis in order to determine and monitor career developments internally. Finally, with regard to the employer brand, I assume the management of various projects aimed at maintaining fulfilling relationships with major schools and other stakeholders.

In the accomplishment of all these responsibilities, I collaborate with my supervisor in order to manage our recruitment team by promoting participatory leadership, with the aim of involving the teams in each project and strengthening collaborative links.

These various responsibilities allow me to create good functional relationships with the various interlocutors of each department, to establish a stable working collaboration with internal and external stakeholders, and finally to develop my strategic skills in HR. Regarding my personal skills, they allow me to improve my listening skills, develop my career management skills, expand my anticipation skills and provide appropriate solutions depending on the various bottlenecks.