Talent Acquisition Manager

Role Purpose:

The role of the Talent Acquisition Manager is to lead the recruiting team operations and support the business at large in all its recruiting functions, inclusive of team leadership, sourcing strategy development and execution, program design and implementation. This role will ensure GS TA Shared Service Delivery through efficient management of the end to end delivery of TA activities.

Role Details – Key Responsibilities and Accountabilities:

• Lead a team of Specialist and Associates that are supporting the Operations and Corporate Functions.
• Design and implement highly effective, results-driven, channel strategies that address current and future hiring needs.
• Leads cross-functional projects to implement changes or facilitate new services.
• Effectively allocate team resources and focus to help team achieve hiring goals and meet service delivery agreements.
• Partner with leaders to deploy a balanced approach to building talent pipelines, remaining considerate of both near-term business priorities and future hiring needs.
• Design and implement scalable processes that optimize the team’s workflow as well as drive qualified leads into actionable candidates for the talent pipeline.
• Develop and monitor performance metrics that improve channel efficiency while continuously identifying new approaches to increase the team’s overall productivity.
• Set team goals and make decisions to drive team success.
• Oversee all aspects of performance management of your team members and provide opportunities to others to help close gaps.
• Leverage data to drive business decision-making across every facet of the role
• Establish key relationships across the business with internal stakeholders and provide strategic partnership and guidance.
• Continuously identify innovative ways to engage the best talent on the market as well as improve the way we work.
• Regularly demonstrate inclusive behaviours; upholds the value of diversity and a sense of belonging within the team.
• Maintain a high standard of candidate experience and internal client service.
• Ensure that there is joint ownership over the task of maintaining a sufficient candidate pipeline to support current and future hiring requirements.
• Proactively seek ways to implement and leverage recruitment technologies and automation to scale, ensuring our technology stack works effectively and efficiently together.

Job Dimension – (E.g. Revenue & Budget size, Sales Volume etc.)

Monitor and constantly reduce the costs of the recruitment process.

Other Context (if applicable):

Creativity in defining, implementing, and executing best-in-class service delivery models to support KPI’s and aggressive hiring needs.

Functional/Technical Competencies:

• HR technologies knowledge
• Process excellence knowledge
• Key Performance Indicators’ management
• Demonstrate exceptional computer skills as well as proficiency in the use of MS Word, MS Excel, PowerPoint, and Outlook