Talent Acquisition directorCushman & Wakefield

Job Description
The Talent Acquisition Leader is a newly created role responsible for overseeing the successful implementation and operations of Talent Acquisition for the shared services center of this global consulting company. This role is critical as the center plans to grow by another 1000+ headcount in the next 2-3 years.
The Talent Acquisition Leader will design and implement recruiting strategies, monitor recruitment procedures from sourcing to hiring, manage a team of recruiters and identify high-potential candidates, and build a strong employer brand to grow our teams with qualified employees to achieve business goals.
Main Responsibilities:
1. Hire for current positions Making it easier for new hires to succeed while decreasing the time and energy it takes to find them. The Talent Acquisition Leader will lead the talent acquisition team in hiring initiatives.
2. Build a pipeline for future positions Building the pipeline year-round leads to more diversity in the Center's talent pool and less time spent filling open positions. Proactive pool-building is also critical for the Center with episodic hiring needs (e.g., many canvassers needed for a short-term campaign).
3. Enhance new hire onboarding experience. Support the Chief Talent Officer and Talent Academy Program Leader in setting up the framework and processes to ensure every new hire has a high-quality onboarding experience.
REPORTING : The position will report to the Talent Academy Program Leader
DIRECT REPORTS: Includes the Sourcing Lead and Recruitment Operations Lead. As the Center grows, direct reports are expected to increase
KEY RESPONSIBILITIES
● Build talent pipelines for current and future job openings.
● Lead all sourcing strategies.
● Manage our external partnerships with colleges, job boards and third party recruiters/vendors.
● Implement online and offline employer branding activities.
● Prepare and review our annual recruitment budget.
● Oversee all stages of candidate experience (including application, interviews and communication)
● Forecast hiring needs based on business growth plans.
● Manage, train and evaluate our team of recruiters.
● Participate in and host recruitment events to drive awareness of our company.
● Develop a network of potential future hires (e.g. past applicants and referred candidates).
● Measure key recruitment metrics, such as source of hire and time-to-hire.
● Actively promote the Center as a great place to work, building our brand with potential hires.
● Increase the success rate of new hires and decrease the time and energy it takes from other team members to find them by: - Continuously building and managing a diverse pool of outstanding candidates for current and future potential positions; - Developing systems to more deeply assess likely performance for prospective new hires; and - Ensuring "must-haves" and "nice-to-haves" are spot on and effectively assessed in hiring processes.
KPIs
● All highest priority roles filled within 90 days of decision to hire/posting (below Manager grade).
● All highest priority roles filled within 120 days of decision to hire/posting (Manager and above grade). ● Average of 70 people in the pool/pipeline for assessment for positions likely to be hiring for soon.
● Initiatives are in place to source a diverse candidate pool for each open position.
● 90% of new hires are meeting or exceeding expectations in their roles by the end of their six month probationary period.
● At the end of the first year of employment, all staff are meeting or exceeding expectations for their roles or there are plans in place to address under-performance swiftly
QUALIFICATIONS
● Bachelor's Degree in Business, HR or any related course
● HR-related post graduate studies/qualification desirable
● At least eight (8) years of relevant experience in the related field, preferably in a corporate or business setting and at least 5 years' experience in talent acquisition, development and performance management, or any related discipline
● Exceptional working knowledge and experience working with multiple human resource discipline, preferably in an organization within the same industry as the business
● A track record of success in talent acquisition and development strategies, change management, driving top performance management practices, fostering employee engagement / motivation
● Solid understanding of sourcing techniques and tools (e.g. social media/networks)
● Thrive in a fast-paced environment
● Confidence working with senior leaders; ability to provide insights on the ground to gain alignment on strategic priorities, yet able to challenge whilst maintaining a strong and constructive relationship.
● Outstanding verbal and written communication skills, with a high attention to detail to present complex topics in a clear and concise manner to audiences at various levels of the organization and the ability to foster long-term relationships (with internal teams, external partners and candidates)
● Excellence in the role of coaching, ability to influence and develop partnerships both internally and externally
● Strong organizational and analytical skills, proficient in using data as a basis to drive discussions, propose change and decision-making.
● Proven work experience as a Talent Acquisition Leader or similar role
● Demonstrable experience managing full-cycle recruiting and employer branding initiatives
● Hands-on experience with Applicant Tracking Systems (ATSs) and HR databases
● Good team-management abilities
Cushman & Wakefield

Ortigas Center, Pasig City
Permanent
Full-time