Retail

Freelance
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Job# 33140 BH# 375192
Contact# 5366059

Talent Attraction Manager

Our client, a global active wear brand, is looking for an accomplished Talent Attraction Manager to join their team for a 12-month contract.

Duties:

-The nature of the work is focused on the company's human capital.

-Gathers job level and department/function level hiring needs and helps to identify new target companies, schools, community organizations/ professional associations, and geographies to target; identifies relevant business schools and universities as partners to drive the pipeline of talent.

-Builds and communicates effective sourcing, assessment & selling strategies at the job level & department/function level.

-Participates in workforce planning discussions with the business; leverages historical data/metrics to predict ROI for plans/strategies.

-Collegiate Mgr: manages inter program; sets framework for Intern Forum to track and re-hire where appropriate.

-Collegiate Mgr: build, create and deliver comprehensive international development program.

-Leverages the right sourcing tool for the job focusing on sources that net the highest ROI.

-Educates Hiring Managers on the candidate marketplace and pushes back on unrealistic candidate profiles.

-Targets Leverages the right sourcing tool for the job focusing on sources that net the highest ROI.

-Educates Hiring Managers on the candidate marketplace and pushes back on unrealistic candidate profiles.

-Targets and recruits active and passive candidates and leads and builds pipelines ahead of demand.

-Leverages Hiring Manager networks to turn hiring teams into talent scouts.

-Presents the most qualified candidates, as evidenced by a high interview to offer ratio.

-Skilled in  interviewing methodology and industry best practices and teaches Hiring Managers the assessment philosophy, processes, ideal interview team and focus areas.

-Captures feedback on candidate experience to drive changes and ensures each interviewers feedback is heard and doesnt let Hiring Managers make short term/desperation hires. term/desperation hires.

-Pre-closes candidates and can effectively develop and present fairly complex offers to entry through senior level candidates.

-Skilled in offer negotiation and coaching managers on the selling strategy.

-Can confidently articulate core employee value proposition to all levels of candidates.

-Knows how and when to engage the right people (who) in the business for planning, strategy, tactics, and process; navigates the matrix effectively.

-Gets HR partners involved in the right issues, at the right time.

-Escalates issues only as needed; can handle most issues without escalation.

-Manages candidate and prospect relationships effectively by leveraging a system for keeping them warm and engaged.

-Regularly receives leads and marketplace insights from industry contacts; attends key business staff meetings.

-Dissects candidate and hiring manager experience feedback to understand how to create a premium candidate experience and more effective relationships.

-Solicits and accepts feedback and suggestions from peers and stakeholders.

-Provides recommendations to improve the recruiting tools and templates uses.

-Can teach Hiring Managers how to identify and use the right tool to recruit, assess, and close top talent.

-Maximizes the use of  recruitment programs.

-Trains new managers on  recruiting goals, roles, processes, and timelines.

-Leverages historical data and metrics/goals to set expectations with Hiring Managers.

Skills: Previous experience and/or skills with executing talent fulfillment processes required and experience utilizing recruiting and ERP applications.

-Firsthand experience utilizing PeopleSoft, SAP, applicant tracking software and web applications.

-Demonstrated success managing Talent Acquisition processes either within consultancy / agency environment or in-house corporate

-. Demonstrates solid understanding and practice of behavioral interviewing techniques and an ability to consult to hiring managers based on candidate profiles that meet target requirements.

-Passion for and significant experience identifying, screening, interviewing and closing diverse, talented profiles.

-Excellent oral, written and presentation skills are a must, including finely-tuned people acumen and interpersonal skills. .

-Demonstrated collaborative orientation in team environment and a very high level of personal efficiency.

-Ability to effectively interface and develop internal partnerships with strong emphasis placed on leading without authority and peer-to-peer coaching.

-Deep understanding of talent personal efficiency.

-Ability to effectively interface and develop internal partnerships with strong emphasis placed on leading without authority and peer-to-peer coaching.

-Deep understanding of talent acquisition and its relationship to talent management internally.

-Ability to deal with ambiguity, to interpret business needs and manage candidate engagement within challenging recruitment process.

-Ability to deliver results with little supervision, and to effectively manage multiple projects and candidates.

-Ability to meet standard measurements of success for staffing such as, annual hiring plan and cost/time to hire standards.

Typical Office: This is a typical office job, with no special physical requirements or unusual work environment. Education: Typically requires a Bachelors Degree and minimum of 6 years directly relevant work experience Note: One of the following alternatives may be accepted: PhD or Law + 3 yrs; Masters + 4 yrs; Associates degree + 6 yrs; High School + 7 yrs.