Senior Talent Manager
我们的客户在领先的金融服务提供商中寻找高级人才经理工作目的管理和协调招聘和员工服务以及各种业务部门相关活动。领导一个团队的人才顾问，专门的细分市场。责任战略劳动力规划 基于外部和内部信息来源开发关键战略见解，并制定和分析复杂资源场景以实现战略劳动力的计划的发展。通过商业敏，招聘专业知识和战略规划技能，以具有战略伙伴能力参与发展业务领域，人才计划和项目。提供对吸引力，选择和上网的影响的投入。支持人才收购负责人确保策略实施。有效管理所有运营活动。未来人才招聘创建多通道未来人才征集运动来吸引大量高质量候选人。制定与毕业生/学院毕业者的价值观和愿望调整并符合雇主品牌和价值提案的信息传递。确定相关的职业博览会和经济高效媒体，社交媒体或其他道。变革变化管理在一个转型变化计划内管理项目或实质性工作流程，确保与相关项目的整合。使用结构化的变化管理方法来建立对变化的接受度并嵌入所需的文化和行为。使用项目管理技能以确保与组织人才获取战略有关的项目开发，部署和实施。组织设计提供跨学科团队内部专家见解来评估当前国家组织。制定和评估未来的国家组织设计提案，并澄清变化的成本和业务益处。协助规划，开发，实施和评估组织人才管理功能。向招聘和人才学科内的其他人提供技术建议和知识。人 resource data analytics 和 Insights 研究复杂假设，使用广泛的人 resource 数据来诊断关键业务问题的潜在原因，并确定增强员工参与和/或提高业务绩的机会。定期与 Humor 分享运营分析和性能指标
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Our Client in the leading financial service providers, is looking for a Senior Talent Manager Job PurposeManage and co-ordinate the end to end Recruitment and Staffing services and related activities across various business units across . Lead a team of Talent Advisors in specialised segments.
ResponsibilitiesStrategic Workforce Planning
Develop key strategic insights based on external and internal information sources, and develop and analyse complex resourcing scenarios to enable the development of the strategic workforce plan. Use business acumen, recruitment expertise and strategic planning skills to participate in the development of business areas, talent plans and programs in a strategic partner capacity. Provide input on the impact on attraction, selection and onboarding. Support the Head of Talent Acquisition to ensure the estrategy is implemented. Manage all operational activites effectively.
Future Talent Recruitment
Create multichannel future talent recruitment campaigns to attract large numbers of high-quality candidates. Develop messaging that is tuned to values and aspirations of graduates/school leavers and is consistent with the employer brand and value proposition. Identify relevant career fairs and cost-efficient media, social media, or other channels.
Transformational Change Management
Manage projects or substantial work-streams within a transformational change program, ensuring integration with related projects. Use structured change management methodologies to build acceptance of change and embed desired culture and behaviors. Use project management skills to ensure the development, deployment and implementation of projects related to the organisations talent acquisition strategy.
Organisational Design
Provide specialist insights within a multidisciplinary team to evaluate the current state organisation. Develop and evaluate future state organisational design propositions, and clarify the costs and business benefits of change. Assist to plan, develop, implement and evaluate the organisations talent management function. Provide technical advice and knowledge to others within the recruitment and talent discipline.
HR Data Analytics and Insights
Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance. Share operational analytics and performance metrics on a regular basis to the Human Resource Business Partners and internal business leaders. Partner with the talent analytics team to create reports and share meaningful findings.
Leadership and Direction
Communicate the actions needed to implement the function's strategy and business plan within the team. Explain the relationship to the broader organisation's mission, vision and values. Motivate people to commit to these and to achieve the business goals. Operational management of a team to create and ensure execution of plans and reports the team activities to the required forums.
Performance Management
Manage and report on team performance. Set appropriate performance objectives for direct reports or team members and hold them accountable for achieving these. Take appropriate corrective action where necessary to ensure the achievement of team / personal objectives. Ensure all direct reports are engaged and take responsibility for their development and training. Ensure their team is rewarded and remunerated according to performance.
Stakeholder Engagement
Develop stakeholder engagement through identifying stakeholders, finding out their needs/issues/concerns and reacting to these to support the communication of business information and decisions. Interface and maintain effective working relationships with all stakeholders .
Organisational Capability Building
Use the organisation's formal development framework to identify the team's individual development needs. Plan and implement actions to build their capabilities. Provide training or coaching to others throughout the organisation in own area of expertise to enable others to improve performance and fulfill personal potential. Provides leadership and consult to support Business Unit leadership / management on matters of talent attraction, recruitment policy, and strategic implementation in support of achieving corporate objectives and business growth.
EducationGrade 12/ SAQA Accredited Equivalent (Essential); Relevant Business related degree / diploma (Advantageous)
Experience5 8 years proven experience within leading end to end recruitment, onboarding processes in a medium to large size organisation in a Talent Acquisition Specialist or HRBP role (Essential);
2 years + insurance/financial services industry experience (Advantageous). 2-3 years Experience of supervising and directing people and other resources to achieve specific end results within limited time-frames (Essential)
Originally posted on Himalayas