Responsibilities 

• Act as a champion of the Integrated Talent Acquisition Strategy, including influencing key stakeholders at all levels of the organization to adopt new processes, tools and behaviors
• Provide “thought leadership”, strategic advice, coaching on all areas of Talent Acquisition activity
• Partner with the key stakeholders across the business to drive continuous improvement in the quality, speed and cost of hiring
• Influence key stakeholders to align expectations to the external marketplace
• Personally own the full Talent Acquisition lifecycle for assigned roles, from requirements definition, sourcing, selection through to onboarding
• Deliver a number of technical and senior level positions
• Own the Hiring Manager relationship, coaching them through the head hunting process, their role within it, creating appropriate target lists and a compelling value proposition to sell to passive candidates
• Personally assess candidates’ competence, cultural fit and motivation, and present robust shortlists with an appropriate mix of internal, external, active and passive candidates
• Promote best practice selection, coaching hiring managers where necessary and taking ultimate responsibility for high quality hiring decisions
• Champion compliance with company policies and procedures throughout the resourcing lifecycle, including ensuring comprehensive and accurate information is maintained in key systems (e.g. Workday) to consistent standards across the team.
• Champion the 'search' based Talent Acquisition process, clearly define Hiring Managers' roles and set performance expectations
• Create, present and own strategic improvement plans for the assigned Business Unit / Function(s) based on customer feedback, market intelligence, business needs and strategic resourcing knowledge
• Analyze and feedback input and output metrics to highlight areas for process and behavioral improvement
• Implement process improvements as directed
• Support local implementation of the company process improvement programs as required
• Deliver formal and informal coaching to all levels of the organization, from senior members of the Leadership Team to first time Hiring Managers
• Influence managers to continuously improve process, practices and behaviors

 

Basic Qualifications

• Bachelor in Human Resources Management or equivalent;
• 5+ years of experience in a Talent Acquisition role with prior experience managing Engineering, IT, Software and Corporate recruitment;
• 3+ years of in-house corporate recruitment experience required;
• 5+ years of experience using LinkedIn Recruiter, Google, and X-Ray Sourcing;
• Strong client focus;
• Able to positively influence at all levels of an organization up to VP, and to develop valued relationships with Senior Executives, Managers and Candidates alike;
• Politically savvy, flexible and with a strong drive to achieve desired outcomes in an environment of constant change, competing priorities and objectives;
• Highly analytical, with the ability to interpret complex information, identify trends, create strategic action plans based on the information and gain sponsorship for these at domain board level;
• Able to demonstrate an in-depth understanding of current organization’s core business, organization, strategic direction, challenges and aspirations, and articulate how resourcing can input and add value to these within assigned domain;
• Lead, model, manage and coach the organization in best practice selection techniques;
• Able to model desired behaviors in a corporate environment, be the ultimate role model for the team in terms of behaviors, standards and best practice;
• Personal powers of resilience and tenacity; takes personal responsibility for resolving performance issues before them impact on the business; consistently sees things through to completion;
• Nice to have: Agency exp who is a true headhundter, Defence and Aerospace experience, and proficient in French language;
• Excellent verbal and written communication skills.