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| 部署・役職名 | Talent Partner |
|---|---|
| 職種 | |
| 業種 | |
| 勤務地 | |
| 仕事内容 |
The purpose of the Geo Head – GSH role, is to support key business objectives by driving fulfilment of key leadership positions in the geography within agreed timelines and of the desired quality while maintaining hiring costs within defined limits. 1. Strategy Deployment Support the GSH head in creating the overall hiring strategy. Create and deploy geography specific annual hiring plans and deploy them in collaboration with the geography hiring team. 2. Leadership Hiring and Talent Mapping: Fulfill all senior leadership positions within the geography by driving the hiring process （candidate sourcing, interview etc.） through direct involvement. Support business continuity by mapping key talent profiles within the organization to critical roles within the geography for placements as and when required. Assure hiring numbers by planning for peak and troughs during the year. 3. Competitive intelligence Map key talent profiles across specific competitor companies with critical positions. Attract identified talent profiles from competition by creating a compelling talent proposition for the individual. 4. Hiring Process Deployment and Improvisation Adhere to the role closure cycle time by working with the Geo GSH HR team to implement hiring practices / processes. Drive the Diversity and Inclusion agenda by providing business the requisite support in terms of candidature. Optimize hiring costs by using multiple sourcing channels based on the business need and channel efficacy. Strike a balance between candidate demands and compsny requirements by negotiating with the candidate and working with the Rewards team. Improve the hiring process based on analysis and feedback of the process, by working with the Geo GSH team and business teams. Act as a career consultant for prospective hires so that they see value in joining. Competencies required to perform this role effectively : Functional Competencies Strategy Linkage Drives accomplishment of business objectives through HR support. Executes the HR strategy in alignment with overall business strategy. Change Management Plans the end to end execution of business transformation events, and partners effectively to enable change with all parties involved. Diversity Strategy Applies diversity－related interventions to close any diversity gaps. 4. Program Effectiveness Leadership and key talent capabilities – Talent Supply. Ensures there is a continuous supply of the right talent, both internal and external, in a reasonable time frame. Behavioral Competencies 1. Strategic Perspective Is able to create a link between the current business/financial imperatives and the long－term strategy of the organization or function, and guides others to do the same. Develops relevant HR initiatives in line with the business strategy, and guides the team to apply them effectively. 2. Execution Excellence Ensures high－quality and cost－effective output from self and team in line with end objectives, business needs and policy adherence. 3. Passion for Results Urges team members to set and achieve stretch goals and role models the same Encourages follow through and perseverance on tasks and monitor the same by supporting on end－to－end task completion and troubleshooting. 4. Stakeholder Management Guides the team to build rapport with all relevant internal and external stakeholders. 5. Effective Communication 6. Building Effective Teams 7. Client Centricity Focuses the team's efforts on meeting the needs of internal and external customers with a constant view to understanding their mindset and designing initiatives in line with their needs. 8. Problem Solving and Decision Making Applies reasoning and systems thinking to analyse patterns from large amounts of data, and directs others to do the same. Takes clear action in problem situations and accepts onus for difficult decisions and team decisions, while conducting a risk－benefit analysis. 9. Collaboration Builds and leverages personal networks across multiple stakeholders. Education and Required Experience: Post－graduation and minimum experience of 5＋ years in corporate recruitment in the Tech or IT Services industry. Preferred experience and successful history of leading major recruiting projects and new initiatives. Ability to build strong relationships and collaborate effectively with internal ＆ external stakeholders, implementing HR staffing processes, strategies and programs. Excellent organizational skills and attention to detail, ability to multi－task, prioritize and execute them out independently. Strong conceptual thinking, analytical and planning skills. Ability to resolve candidate issues effectively and efficiently. Knowledge of PowerPoint and Excel Previous experience with ATS or CRM/ candidate database systems. |
| 応募資格 |
【歓迎（WANT）】 Education and Required Experience:Post－graduation and experience of 5＋ years in corporate recruitment in the Tech or IT Services industry. Preferred experience and successful history of leading major recruiting projects and new initiatives. Ability to build strong relationships and collaborate effectively with internal ＆ external stakeholders, implementing HR staffing processes, strategies and programs. Excellent organizational skills and attention to detail, ability to multi－task, prioritize and execute them out independently. Strong conceptual thinking, analytical and planning skills. Ability to resolve candidate issues effectively and efficiently. Knowledge of PowerPoint and Excel Previous experience with ATS or CRM/ candidate database systems. |
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| 更新日 | 2022/11/29 |
| 求人番号 | 2483837 |
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