Executive recruitment company Monroe Consulting Group Philippines is recruiting on behalf of a global technology company that helps working teams achieve quality and safe operations with innovative, low-cost mobile-first products. This job is for a hybrid and dayshift schedule based in BGC, Taguig City.
About the Role:
As a Talent Acquisition Lead, you will play a pivotal role in shaping and executing the talent acquisition strategy of our company, SafetyCulture, presence across multiple global offices. Reporting directly to the Head of Human Resources and Talent Acquisition in Manila, you will be responsible for driving the recruitment agenda to attract and retain top talent in alignment with our business objectives and growth trajectory.
Key Job Qualifications:
- Graduate of BS Psychology or AB Guidance and Counseling or Behavioral Science
- With Experience with Tech Companies or Australian Companies
- Exemplary soft skills (neutral or Australian accent) and advanced comprehension skills
- Extensive Recruitment Experience: Possess a minimum of 3 years of proven success in recruitment, preferably within large, global companies. Demonstrated ability to handle diverse talent acquisition needs across different geographies and cultures.
Lead (Individual Contributor):
- (Mid-level) Leadership in HR and Recruitment Projects: Proven track record of leading HR and recruitment projects, showcasing your ability to drive initiatives from conception to execution. Experience in strategizing and implementing recruitment plans that align with organizational objectives.
- Proficiency in Emerging Technologies: Expertise in leveraging cutting-edge recruiting technologies, including CRM platforms, search/portal tools, and social media channels. Ability to harness these tools to enhance candidate sourcing, engagement, and conversion rates effectively.
- Resource Management Expertise: Experience in managing staff augmentation resources, contractors, and/or Recruitment Process Outsourcing (RPO) services as per organizational requirements. Skilled in optimizing resource allocation to meet recruitment demands efficiently.
- Project Management Skills: Proven ability to manage large-scale recruitment projects involving substantial quantities of professional or technical roles (more than 30). Proficiency in coordinating diverse teams and resources to ensure timely and successful project delivery.
Manager (Ability to grow a team):
- Extensive Recruitment Experience: Possess a minimum of 5-8 years of proven success in recruitment, preferably within large, global companies. Demonstrated ability to handle diverse talent acquisition needs across different geographies and cultures.
- (Advanced Level) Leadership in HR and Recruitment Projects: Proven track record of leading HR and recruitment projects, showcasing your ability to drive initiatives from conception to execution. Experience in strategizing and implementing recruitment plans that align with organizational objectives.
- Proficiency in Emerging Technologies: Expertise in leveraging cutting-edge recruiting technologies, including CRM platforms, search/portal tools, and social media channels. Ability to harness these tools to enhance candidate sourcing, engagement, and conversion rates effectively.
- Strategic Influence: Ability to exert influence on both Talent Acquisition (TA) peers and hiring managers through profound sourcing and labor market expertise. Capable of providing strategic insights and recommendations that drive talent acquisition strategies and decisions.
- Project Management Skills: Proven ability to manage large-scale recruitment projects involving substantial quantities of professional or technical roles (more than 30). Proficiency in coordinating diverse teams and resources to ensure timely and successful project delivery.
- Resource Management Expertise: Experience in managing staff augmentation resources, contractors, and/or Recruitment Process Outsourcing (RPO) services as per organizational requirements. Skilled in optimizing resource allocation to meet recruitment demands efficiently.
- Team Leadership: Demonstrated experience in leading and managing a team of recruiters. Proven ability to foster a collaborative and high-performance culture within the team, driving motivation, productivity, and professional development
Key Job Responsibilities (Scope of Work):
Lead Level:
- Diverse Sourcing Strategy: Utilize a range of sources to recruit candidates, including but not limited to job boards, social media platforms, professional networks, and industry events, ensuring a broad and inclusive candidate pool.
- Candidate Assessment: Assess candidates thoroughly against specific job requirements and cultural fit criteria, ensuring alignment with organizational values and objectives.
- Strategic Partnerships: Develop and nurture strategic partnerships with hiring managers and HR partners to understand hiring needs, provide tailored recruitment solutions, and foster a collaborative recruitment environment.
- Continuous Improvement: Provide recommendations to the Regional Head of Talent Acquisition for enhancing screening, networking, and sourcing operations, contributing to the evolution and optimization of the Talent Acquisition (TA) function.
- Global Talent Management: Manage relationships with global talent acquisition partners, facilitating seamless collaboration and knowledge sharing across regions.
- Assessment Tool Enhancement: Collaborate with stakeholders to implement effective assessment tools and enhance hiring manager capabilities, ensuring informed and objective candidate evaluations.
- Recruitment Campaign Leadership: Organize and lead recruitment campaigns to attract top talent, leveraging innovative approaches and targeting specific talent pools as needed.
- Metrics Reporting: Generate and analyze specific quarterly and annual TA metrics for local and regional reviews, providing insights into recruitment performance and identifying areas for improvement.
- Employment Marketing Strategies: Develop and implement employment marketing strategies to attract passive job seekers, crafting compelling messaging and ensuring alignment with the employer brand.
- Stakeholder Alignment: Align with hiring managers and interview participants to clarify job requirements, manage expectations, and ensure candidates are assessed against appropriate criteria.
- Candidate Experience Management: Maintain regular follow-up with hiring managers and candidates to manage expectations effectively and provide a positive candidate experience throughout the recruitment process.
- Business Collaboration: Work closely with business leaders to understand and address unique staffing needs, providing tailored recruitment solutions that support organizational objectives.
- Data Aggregation and Analysis: Aggregate and analyze group talent acquisition-related data globally, including recruitment status and candidate pipeline, identifying trends, and addressing challenges to optimize recruitment processes.
- Problem Solving and Innovation: Identify and address bottlenecks creatively, driving solutions to achieve recruitment goals effectively and efficiently.
- Talent Pool Development: Proactively develop and nurture qualified talent pools comprising both active and passive candidates, leveraging CRM and recruitment marketing activities to maintain engagement and ensure a continuous pipeline of talent.
- Process Standardization: Drive globally aligned recruiting process standards, promoting consistency, efficiency, and compliance across regions and business units.
- Onboarding Oversight: Oversee the policy, process, and operations of the new hire onboarding process, ensuring a seamless transition for new employees.
- Consultative Approach: Offer consultative support to the business, collaborating with different TA teams to address short and long-term staffing needs effectively, and providing strategic talent acquisition guidance.
Manager Level:
- Guidance and Mentorship: Provide clear guidance and direction to other recruiters, fostering a culture of growth and development within the team. Mentor and coach recruiters to enhance their performance and achieve their goals effectively.
- Performance Management: Take responsibility for managing recruiters' effectiveness in meeting performance goals. Implement strategies to optimize team performance and ensure alignment with organizational objectives.
- Talent Pool Development: Proactively develop qualified and targeted talent pools comprising both active and passive candidates across all business units. Utilize various channels and innovative sourcing tactics to attract top talent and increase the quality of hires.
- Team Excellence: Drive excellence within the Talent Acquisition Team by setting high standards and delivering against key recruitment metrics. Foster a culture of continuous improvement and achievement.
- Strategic Thinking: Demonstrate strategic thinking by developing creative approaches to building candidate lists and talent comparables in the market. Conduct a thorough analysis of leadership and experience profiles to inform recruitment strategies.
- Stakeholder Engagement: Build and manage relationships with internal stakeholders and business leaders to understand hiring forecasts and priorities. Develop targeted candidate pipelines to meet hiring needs effectively.
- Market Awareness: Stay abreast of market and industry trends and their impact on talent acquisition. Use this knowledge to inform recruitment strategies and ensure competitiveness in attracting top talent.
- Metrics Interpretation: Deliver metrics related to key performance indicators and interpret their significance to drive informed decision-making. Use data to identify areas for improvement and optimize recruitment processes.
