SITUATION IN ORGANIZATION
This position will report to the Global VP of Human Resources.
JOB DIMENSIONS
The Global Talent Acquisition Leader oversees the activities engaged in strategic and tactical sourcing to find potential candidates to fill current and future needs. The Global Talent Acquisition Leader monitors productivity of various sourcing channels and identifies and engages new sources of talent. S/he interfaces with the business to secure the best candidates for the business across all divisions and will be leading the delivery of various projects for Global activities. Overall, the Global Talent Acquisition Leader must be a Thought Leader and Strategic Thinker who is able to meet goals, lead and motivate others and deliver quality results.
KEY ACTIVITIES AND RESPONSIBILITIES
- Lead the talent acquisition function providing support in a timely, efficient manner. • Establish metrics and a dashboard to report on activity and progress weekly to the GVP of HR. • Contribute as needed to Executive leadership meetings through presentations of the metrics and dashboard
- Understanding the concept of designing, building, and implementing more productive ways of working and demonstrating return on investment.
- Possess knowledge of forecasting models, workforce planning, experience in managing through KPIs and project management and planning.
- Prepare and deliver monthly and quarterly reviews for deep dive on Talent Sourcing performance. • Provide leadership, coaching, and performance management to hiring managers and HR leadership.
- Demonstrated awareness of sourcing trends and innovative recruiting techniques to be competitive in state-of-the-art recruiting practices.
- Deliver an innovative sourcing strategy to identify and execute candidate generation strategies and proactively research and assess new recruitment methodologies.
- Strong understanding of recruitment systems and tools.
- Strong people management experience including a demonstrated history in developing strong recruitment & service capabilities.
- Good people skills and ability to network within the industry to identify top performers for your team. • Result Oriented, focused on outcomes & KPI achievement, not only inputs.
- Network and participate in employment events, such as career fairs, to proactively cultivate candidate pipeline.
- Form a tightly aligned partnership with Marketing team, leveraging and bridging demand generation initiatives to top of funnel lead generation.
- Provide strong insights from talent market research and benchmarking that influence talent recruiting and marketing strategies.
- Point of contact for the project and other stakeholders on all talent sourcing needs. • Work with the leaders to ensure that successful, differentiated hiring is achieved with improved business leadership and candidate experience as a key to success.
- Use social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs.
- Programmatically design and manage effective resource planning that directly impacts recruitment productivity and can meet changing business needs.
- Possess demonstrated success in recruiting passive candidates for hard to fill requisitions. • Experience utilizing the latest sourcing tools and methods (Internet Search, Chrome Extensions, Social Media, LinkedIn etc.).
CONTEXT AND ENVIRONMENT
- 30% Travel for the purpose of visiting the global headquarters in PA, the hiring events, region site visits, team reviews, off-sites, HR Team meetings, and training programs
REQUIRED EDUCATION/QUALIFICATIONS /WORK EXPERIENCE
- Bachelor's Degree or equivalent experience
- Minimum of 10 years recruitment, human resources, or technology work experience • Prefer minimum 5 years recruitment or talent sourcing work experience
- Proven success in obtaining sufficient quality and quantity of resumes to meet demands • Advanced use of technology for sourcing purposes (social media and ATS)
- Minimum of three (3) years of experience leading and managing recruiting teams. • Analytical mindset, comfortable using data to back up your decisions.
- Ability to think big and willingness to take risks.
- Passion for finding creative ways to attract top talent.
- Proven track record of building for scale while remaining agile and iterative.
- Team-first approach to management and ability to attract top talent.