JOB CONTEXT
1. Develops and implements programs to recruit and select talent to meet the organization's business needs. Responsible for end-to-end recruitment processes, driving best-in-class candidate experience and stakeholder management.
2. Drives unbiased hiring decisions by educating the business on best practices, diversity and inclusion, etc. Works with the business to provide technical guidance when required on ensuring the organization can recruit people with the skills it needs to achieve competitive advantage. Provide relevant data to support recruiting strategies. Report and build relationships with stakeholders (Hiring managers, HR Partners, HRSS, C&B, Marketing or any other relevant stakeholders)
3. Guide hiring managers through the selection and interview process and put together candidate offers, keeping our diversity and inclusion ambitions top of mind and managing the time it takes to fill positions.
4. Understanding hiring and development needs, and oversees the sourcing, assessment, selection, employer branding, on-boarding and development of employees.
5. Participate in Talent Acquisition projects and initiatives to support our Global TA Initiatives
KEY ACCOUNTABILITIES
- Recruitment & Candidate/Data Assessment:
1. Responsible for end-to-end recruiting process, Improvement and Development.
2. Engage with active and passive talent and connect them to current job opportunities.
3. Schedule interviews with hiring managers and other stakeholders.
4. Partner with hiring managers to identify recruitment needs and candidate “must haves” and review job descriptions.
5. Anticipate future talent needs and work to develop pools of passive candidates to fill vacancies.
6. Work to ensure diverse, inclusive, and equitable hiring practices.
7. Oversees and leads COE Talent Acquisition projects and initiatives.
8. Assessing recruitment data to define even better ways to attract and hire top talent.
9. Drives data driven and unbiased hiring decision.
10. Track and report on talent acquisition metrics, such as time-to-fill, offer acceptance rate, cost per hire, etc.
- Communication:
1. Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, disseminates knowledge, insights, and updates in a polished, precise, and compelling manner. Demonstrates a deep interest in others' comments. Creates rich documents and reports.
- Talent Advisory.
1. Partnering with hiring managers to identify hiring needs and competency questions for interview consistency and quality.
2. Proactively engage with your key stakeholders including hiring managers, HRBP’s, HR Services on hiring strategies and advise on best practices.
3. Partner with hiring managers to identify competency questions for interview consistency and quality.
4. Work closely with business leaders to influence effective recruiting approaches and set realistic expectations on time to fill, compensation, candidate pool quality, and market feedback.
5. Communicate with interview panels to ensure preparedness during the interview process.
6. Provide training and coaching to hiring managers and junior recruiting staff.
7. Stakeholders Management.
- POC for business leaders.
1. Provide TA COE and HR Partners (HRS, C&B etc) with data driven insights for process improvements in recruitment.
2. Organize, monitor and improve your relationships with your stakeholders: systematically identifying stakeholders; analysing their needs and expectations; and planning and implementing various tasks to engage with them.
3. Educate and influence the business to transform and shape our Talent Acquisition organization
4. Collaborate with TA COE and business leaders to design the company’s hiring process, from application to onboarding
- Employer Branding:
1. Collaborate with marketing, TA and business leaders to establish an employer brand identity
2. Build awareness and promote recruiting efforts through social media channels
3. Owning and executing our employer branding and recruitment marketing initiatives
4. Build and maintain positive relationships with external agencies, colleges, vendors, associations, and other bodies who might route talent to the organization or aid in TA processes
Employee Experience:
1. Manage candidate expectations and engage talent throughout the hiring process
2. Collaborate with TA and business leaders to design the company’s hiring process, from application to onboarding
3. Perform research to evaluate the general needs and opinions of talent
4. Communicate regularly with candidates
Process Improvement and Development:
1. Track and report on talent acquisition metrics, such as time-to-fill, offer acceptance rate, cost per hire, etc.
2. Work to ensure diverse, inclusive, and equitable hiring practices
Minimum Qualification:
1. Bachelor's degree in marketing, business Administration, psychology or a related field.
2. 3-5 years of solid experience with Employer Branding Globally as well as Recruiting Marketing activities
3. Fluent in English
Preferred qualification:
1. Strong communication skills
2. Basic business acumen and the ability to partner and communicate effectively with candidates and business counterparts
3. Building trust
4. Openness to differences
5. Credibility – Builds trust
6. Persistence – Resilience
7. Focus
8. Team Player
9. Stakeholders Management
10. Candidate Experience
11. In-house recruiting
KEY PERFORMANCE INDICATORS
Improve candidate experience (NPS),
Time to fill
conversion rate
Quality of hire (conversation rate, accept rate)
Results: fully ramp up (hires x weighting index)
Stakeholder management: Increase Hiring Manager (hiring manager survey NPS, efficiency, set expectations, communication and strategic partner
Improve Candidate experience (candidate survey)
Quality of hire (conversation rate, accept rate)
Progress Management – Avg time in Stage
Projects completion
SKILLS
Communicate effectively, stakeholders management
Business requirement Analysis
Adaptive Mindset
Drives engagement
Organizational skills
Attract top talent
Action oriented
Manage ambiguity
Review & Reporting
Negotiation