Manager Strategic Hiring, Talent Acquisition

Job Description

The Manager Strategic Hiring, Talent Acquisition ( Manager ) is responsible for the effective and timely recruitment and placement of internal and external candidates, from Mid-level positions to Senior positions for Ryan s India location. The Manager is responsible for development, coordination, implementation, evaluation, and administration of Ryan s recruiting processes and procedures. Successful Ryan team members embrace and live Ryan s values of Pursue Excellence, Wired to Win, Generosity Matters, Build Trust and Integrity Always and will embody and demonstrate accountability.The Manager Strategic Hiring must have consultative capabilities and should be strategically strong. Should guide the practice leaders and hiring managers about the hiring strategy and mitigate plans for any hiring road blocks. Should be on constant look out for opportunities to enchance the process for better candidate experience and also utmost client satisfaction.Duties and Responsibilities, as they align to Ryan s Key ResultsPeople:

• Lead a team of entry level and/or full-cycle recruiters for Ryan India. Coach and mentor them for complete accountability.
• Provide complete, accurate, and inspiring information to candidates about the company and position, i.e. detailed information on the company, our business strategy, department background, job descriptions, and expectation-setting.
• Manages job requisition and project workload of self and Team members.
• Identify opportunities to integrate across Talent teams to improve talent acquisition processes, and support acrossTalent Acquisition globally.

Client:

• Partners closely with all business units and leadership to ensure their needs are being proactively anticipated and met and to ensure they are appropriately engaged in the recruiting process.
• Conduct a thorough needs analysis with Hiring Managers to plan for current and future needs.
• Conduct regular follow-up meetings with Team and Hiring Managers to determine the effectiveness of the recruitment plan.
• Stays abreast of industry activities and our key competitors for talent. Proactively seeks out benchmarking data through networking and formal sources to maintain awareness of our position in the market.
• Collaborate with leadership in India, Hiring Managers, Practice Leaders globally for a greater client satisfaction.
• Should be proactive in trying new methodologies, experiment and innovation to solve the hiring challenges.
• Strong futuristic analytics which will be helpful in having secondary plan in case if any challenges arise in future.

Value:

• Responsible for filling key and strategic job requisitions
• Plans, develops, and implements effective recruiting strategies, and develops innovative and effective approaches to remain competitive in the changing employment market.
• Select from multiple venues, the most efficient sourcing techniques to fill the role with the strongest talent, in the most appropriate timelines to ensure least disruption to the business unit.
• Manage the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting.
• Review all submitted resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.
• Conduct telephone interviews to further qualify candidates suitability using pre-screening questions created in conjunction with the hiring manager
• Serves as a change agent by identifying and recommending alternatives to practices and processes that could be enhanced to achieve greater efficiency and effectiveness. Has the ability to create solid, objective business cases to support recommendations.
• Ensures effective use of the applicant tracking system, to maintain accurate records and drive timely recruiting activities.
• Maintains various recruiting-related metrics as required.
• Partner with cross-business/cross-channel/cross-geography on priorities, challenges and initiatives.
• Innovative ideas to execute efficient and cost effective hiring practices.
• Bring in a good blend of source mix into the hiring practice. Look for opportunities of branding through job fair, campus hiring, sponsorship of campus events etc.

Education and Experience:

• Bachelor s degree in Business, Human Resources, or related field and 10 to 15 years experience full life cycle corporate recruiting. Minimum 02 years into People Manager and 02 years into Strategic Hiring.
• Experience leveraging direct sourcing, networking, and online sourcing techniques for recruiting professionals in the Accounting, Tax, or Finance field.
• Strong consultative skills with the ability to partner with senior managers and professionals, to understand needs and deliver solutions that meet or exceedneeds and expectations.
• Focused, proactive, positive, and driven.
• Thrives on achieving results and working toward break-through goals in a complex, ambiguous, and challenging environment.
• Demonstrated relationship and influencing skills that will be effective in a complex, rapidly moving organization.
• Strong relationship management skills; a skillful team player with the ability to network effectively throughout the Firm.
• Excellent communication skills and articulate, possessing both credibility and integrity.

Computer Skills: To perform this job successfully, an individual must have intermediate skills in Microsoft Word, Excel, Access, PowerPoint, Outlook, and Internet navigation and research. In addition, this position requires experience with an Applicant Tracking System and a Human Resources Management System HRMS, previous Workday experience desired.Supervisory Responsibilities: Supervise employees in the Recruiting department and carries out supervisory responsibilities in accordance with the Firm s policies and applicable laws.Work Environment:

• Standard indoor working environment.
• Occasional long periods of standing while attending college recruiting programs.
• Position requires regular interaction with employees at all levels of the Firm and interface with external vendors, university staff and faculty, and candidates at all levels.

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Keyskills :
life cycleentry levelcampus hiringneeds analysisbusiness unitsmicrosoft wordcost effectivehuman resourcesstrategic hiringbrandingidentity marketing