Talent Acquisition Head

Job Description

THE POSITION:Head Talent Acquisition provides strategic and operational leadership in the design, development, implementation, administration, and communication of our Talent Acquisition for the group. As Head of Talent Acquisition, you will own recruitment for the group, partnering with Business Heads, Hiring Managers and offering innovative and creative advice and solutions on how to attract and recruit the best talent available. This is a strategic managerial role but still, very much a position where you roll your sleeves up and take a hands-on approach to deliver world-class talent for the business, and experience for our candidates. Youll oversee recruitment of academic - whilst managing non-academic stream of vacancies, and all the recruitment tools we use including the ATS. In this role, you will lead a range of initiatives to create and execute a strategy that enhances our brand creating diverse talent pools and ensuring our recruitment processes are robust, and accessible on all fronts.KEY FUNCTIONS:Under the overall supervision of the Chief People Officer, the Head Talent Acquisition will provide overall leadership for the Companys enterprise-wide talent acquisition function, including professional hiring, branch staff, regional office and central office recruiting to meet company-wide objectives.Drive strategic recruiting by:

• Developing and/or identifying innovative, creative, and cost-effective approaches for sourcing and selection that generate a pipeline of highly desirable and diverse candidates using emerging tools, online resources and applicant tracking system (ATS) resources.
• Manage & attain targeted source mix, increase output of low costing hiring sources.
• Implementing staffing strategies that will ultimately improve the talent acquisition process as well as attract a best of class talent.
• Provides direction and consultation on strategic and emerging staffing trends.
• Developing and implementing a recruiting brand management and social media strategy that will enhance and compliment the recruiting and talent acquisition strategies.
• Creatively develop and effectively execute on new and progressive recruiting models, methodologies, and strategies for delivering the business requirements.
• Taking responsibility for all talent acquisition metrics, reporting and the integrity of the data, ensuring data accuracy, timeliness, and effectiveness of tool for past trends and forecasting.
• Develops and maintain performance metrics that provide clarity of trending, benchmarking, and insight for making program and process improvements.
• Design and promote internal talent mobility programs.
• Drive campus recruitment program/s.
• Identify and lead newer sources of hire Train and Hire Model and Graduate Trainee Programme.
• Vendor Management - Selection, engagement, delivery management, cost management and assessment.
• Referral Programs/ Consultant contests: Effectively managing employee and vendor engagement to directly impact cost/ TAT of hiring.
• Creation on fungible interviewers amongst HR to create flexibility to do HR assessment by creation of training on interview skills to HR and hiring managers.

Collaborate with business leaders to drive effectiveness of talent acquisition activities by:

• Leading strategic staffing discussions with business leaders and HR partners to align recruiting objectives appropriately and continually with evolving business objectives and demonstrate the use of non-traditional recruiting methodologies.
• Develop relationships, manage, and partner with external vendors to ensure best practices and models are implemented.
• Oversee the selection and management of external search partners and talent acquisition vendor relationships ensuring the proper mix of in-house and external staffing resources.

Effectively manage the recruiting function including, but not limited to:

• Management of the recruiting budget, contracts and financial requirements with strong oversight and accountability; developing, seeking approval for, and administering areas of Talent Acquisition budget responsibility.
• Develop and effectively utilize tools, processes, and training to enhance business needs and ensure effectiveness, including, but not limited to: applicant tracking system; on-boarding system; behavioural assessments customized to business needs.
• Ensure accountabilities for all external and internal parties involved in the recruiting process for compliance with applicable applicant tracking, interviewing, and hiring requirements.
• Ensure compliance with all external regulatory and internal policy recruiting and hiring requirements.

COMPETENCIES: (Skills, Experience, and Knowledge):

• Hold at least a masters degree or its equivalent in Human Resources Management.
• Have a minimum of 10 years of relevant experience as a Human Resources Professional (specialist or generalist) at least 5 years specialist role in Talent Acquisition.
• Strong and demonstrated professional experience in Human Resources Management, Talent Acquisition.
• Proven ability and experience leading his/her direct reports including performance supervision, development, and resource management.
• Proven experience in applying policy and a balanced approach to risk and resolving issues promptly.
• Significant experience in the use and application of information & communication systems and software.
• Substantial experience of resource management and project management.
• Problem-solving skills: be well organized, and have advanced ability to plan, prioritize and deliver in a pressured work environment: ability to make things happen.
• Ability to speak with confidence and conviction, build and present a rational case to win support for ideas.
• Ability to develop effective relationships inside and outside the organisation, promote collaboration and deal constructively with conflict and disagreement.
• Ability to work in a multi-cultural, multi-ethnic environment with sensitivity and respect for diversity and the ability to build trust and provide consultancy to different stakeholders.
• Proven capacity to innovate and promote change initiatives in Human Resources Management policies in large organizations.
• Expertise, knowledge and an understanding of principles, practices, and procedures relating to Talent Acquisition.
• Strong generalist Human Resources experience and in-depth understanding of Human Resources processes and policies with fully operational depth in at least three of the under-listed skill areas (i) Talent Acquisition (ii) Internal Talent Mobility (iii) Employer Branding (v) Human Resources Information system.
• Strong financial skills and mathematical aptitude.
• Sound analytical skills ability to build and analyse Human Resources data accurately including Human Resources approved key performances indicators.
• Sound understanding of the business and operational needs with proven capacity to innovate and promote change initiatives in corporate human resource policies and services in large organizations.
• Ability to exercise sound judgement and creativity in identifying options and risks to make the right decisions around issues that have the potential to have a significantly adverse effect on the organization both in financial and employee relations terms.
• Ability to communicate effectively (written and oral) in English, preferably with a good working knowledge of Telugu language.
• Competence in the use of standard Microsoft Office Suite applications. Experience of HR System.

, THE POSITION:Head Talent Acquisition provides strategic and operational leadership in the design, development, implementation, administration, and communication of our Talent Acquisition for the group. As Head of Talent Acquisition, you will own recruitment for the group, partnering with Business Heads, Hiring Managers and offering innovative and creative advice and solutions on how to attract and recruit the best talent available. This is a strategic managerial role but still, very much a position where you roll your sleeves up and take a hands-on approach to deliver world-class talent for the business, and experience for our candidates. Youll oversee recruitment of academic - whilst managing non-academic stream of vacancies, and all the recruitment tools we use including the ATS. In this role, you will lead a range of initiatives to create and execute a strategy that enhances our brand creating diverse talent pools and ensuring our recruitment processes are robust, and accessible on all fronts.KEY FUNCTIONS:Under the overall supervision of the Chief People Officer, the Head Talent Acquisition will provide overall leadership for the Companys enterprise-wide talent acquisition function, including professional hiring, branch staff, regional office and central office recruiting to meet company-wide objectives.Drive strategic recruiting by:

• Developing and/or identifying innovative, creative, and cost-effective approaches for sourcing and selection that generate a pipeline of highly desirable and diverse candidates using emerging tools, online resources and applicant tracking system (ATS) resources.
• Manage & attain targeted source mix, increase output of low costing hiring sources.
• Implementing staffing strategies that will ultimately improve the talent acquisition process as well as attract a best of class talent.
• Provides direction and consultation on strategic and emerging staffing trends.
• Developing and implementing a recruiting brand management and social media strategy that will enhance and compliment the recruiting and talent acquisition strategies.
• Creatively develop and effectively execute on new and progressive recruiting models, methodologies, and strategies for delivering the business requirements.
• Taking responsibility for all talent acquisition metrics, reporting and the integrity of the data, ensuring data accuracy, timeliness, and effectiveness of tool for past trends and forecasting.
• Develops and maintain performance metrics that provide clarity of trending, benchmarking, and insight for making program and process improvements.
• Design and promote internal talent mobility programs.
• Drive campus recruitment program/s.
• Identify and lead newer sources of hire Train and Hire Model and Graduate Trainee Programme.
• Vendor Management - Selection, engagement, delivery management, cost management and assessment.
• Referral Programs/ Consultant contests: Effectively managing employee and vendor engagement to directly impact cost/ TAT of hiring.
• Creation on fungible interviewers amongst HR to create flexibility to do HR assessment by creation of training on interview skills to HR and hiring managers.

Collaborate with business leaders to drive effectiveness of talent acquisition activities by:

• Leading strategic staffing discussions with business leaders and HR partners to align recruiting objectives appropriately and continually with evolving business objectives and demonstrate the use of non-traditional recruiting methodologies.
• Develop relationships, manage, and partner with external vendors to ensure best practices and models are implemented.
• Oversee the selection and management of external search partners and talent acquisition vendor relationships ensuring the proper mix of in-house and external staffing resources.

Effectively manage the recruiting function including, but not limited to:

• Management of the recruiting budget, contracts and financial requirements with strong oversight and accountability; developing, seeking approval for, and administering areas of Talent Acquisition budget responsibility.
• Develop and effectively utilize tools, processes, and training to enhance business needs and ensure effectiveness, including, but not limited to: applicant tracking system; on-boarding system; behavioural assessments customized to business needs.
• Ensure accountabilities for all external and internal parties involved in the recruiting process for compliance with applicable applicant tracking, interviewing, and hiring requirements.
• Ensure compliance with all external regulatory and internal policy recruiting and hiring requirements.

COMPETENCIES: (Skills, Experience, and Knowledge):

• Hold at least a masters degree or its equivalent in Human Resources Management.
• Have a minimum of 10 years of relevant experience as a Human Resources Professional (specialist or generalist) at least 5 years specialist role in Talent Acquisition.
• Strong and demonstrated professional experience in Human Resources Management, Talent Acquisition.
• Proven ability and experience leading his/her direct reports including performance supervision, development, and resource management.
• Proven experience in applying policy and a balanced approach to risk and resolving issues promptly.
• Significant experience in the use and application of information & communication systems and software.
• Substantial experience of resource management and project management.
• Problem-solving skills: be well organized, and have advanced ability to plan, prioritize and deliver in a pressured work environment: ability to make things happen.
• Ability to speak with confidence and conviction, build and present a rational case to win support for ideas.
• Ability to develop effective relationships inside and outside the organisation, promote collaboration and deal constructively with conflict and disagreement.
• Ability to work in a multi-cultural, multi-ethnic environment with sensitivity and respect for diversity and the ability to build trust and provide consultancy to different stakeholders.
• Proven capacity to innovate and promote change initiatives in Human Resources Management policies in large organizations.
• Expertise, knowledge and an understanding of principles, practices, and procedures relating to Talent Acquisition.
• Strong generalist Human Resources experience and in-depth understanding of Human Resources processes and policies with fully operational depth in at least three of the under-listed skill areas (i) Talent Acquisition (ii) Internal Talent Mobility (iii) Employer Branding (v) Human Resources Information system.
• Strong financial skills and mathematical aptitude.
• Sound analytical skills ability to build and analyse Human Resources data accurately including Human Resources approved key performances indicators.
• Sound understanding of the business and operational needs with proven capacity to innovate and promote change initiatives in corporate human resource policies and services in large organizations.
• Ability to exercise sound judgement and creativity in identifying options and risks to make the right decisions around issues that have the potential to have a significantly adverse effect on the organization both in financial and employee relations terms.
• Ability to communicate effectively (written and oral) in English, preferably with a good working knowledge of Telugu language.
• Competence in the use of standard Microsoft Office Suite applications. Experience of HR System.

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Keyskills :
social mediamedia strategycost managementhuman resourcesbrand managementmicrosoft officeresolving issuesinterview skillsanalytical skillsemployer brandingrecruitment toolstalent acquisitionemployee relationscampus recruitmentchange initiativ