Leader of Internal Talent Acquisition

Leader of Internal Talent Acquisition (APAC)

The director of internal talent acquisition plays a pivotal role in bringing together the

Randstad businesses, teams and functions by creating, enabling and collaborating to deliver

consistent, innovative and inclusive recruitment methodologies in house.

Focusing on providing strategic direction, operational leadership and coaching of the

Randstad internal TA team members and managers, this role ensures the business receives

added value and strategic level expertise aligned to regional and global leadership’s

strategy and vision, now and in the future.

priorities for the role include:

Operational excellence

● Build strong and collaborative relationships within team and peer groups by being

present and engaged

● Take initiative in providing robust forecasting, reporting and resource planning

● Lead and build a culture of coaching within the team which ensures service

excellence, stakeholder and candidate care both on and off shore

● Set high standards, organise, coach and manage the team to deliver on agreed KPIs

and SLAs ensuring business stability and enabling business growth including

productivity per head, time to fill and NSFR

● Provide strategic and bespoke leadership to the ITA team and grow out the

organisational structure to enable careers to flourish

● Be the key ITA contact for all SMT stakeholders on and off shore

● Lead by example through own recruitment activities to ensure consistent adoption of

operational best practice and excellence across ITA methodologies

● Provide a monthly TA review to SMT across all regions, functions and markets to

ensure strong partnership in recruitment inhouse

● Ensure critical business information is shared openly in a timely way to drive ITA

engagement and understanding of their value and role within region

● Own and conclude the hiring of own ITA team members to drive operational

excellence in all competitive landscapes and industries within region

● Support the identification and hiring of internal talent alongside the SHRT and

creating mobility opportunities

● Demonstrate inspirational Leadership by leading by example and operating with

integrity and a human forward mindset including open communication, strong and

engaged EQ and compassion

● Provide regular communication to the team to update them on market developments,

business priorities and performance of the business to create a positive and trust

based working environment

● Identify and select effective project management teams to meet service delivery

commitments and expectations set by the regional LT

Candidate attraction strategies

● Develop and deliver a talent attraction strategy including strategic use of the careers

pages – style, functionality & performance and our proposed hiring social channels

LinkedIn, Instagram, TikTok and Glassdoor

● Oversee and deliver all employer brand initiatives and recruitment campaigns

including hiring events and meetups across the region to drive rising candidate

engagement and boost the employer brand

● Build diverse candidate pools in the ATS, and create initiatives to attract and retain

diverse talent

● Develop & analyse our recruitment metrics, and use your knowledge, market insights

and analysis to continually refine & improve the talent acquisition process across the

whole company

● Ensure we have an up to date competitor salary and benefits benchmarking process

in the regional Randstad

Internal mobility

● Lead on the project and strategy to encourage greater internal mobility, raising

awareness of opportunities and facilitating transfers within regional RE and from

overseas

● Become the central point of contact for all regional mobility, working closely with

local and regional HRBPs and SMTs to create transparency of talent mapping

● Support the regional Randstad internal mobility policies and create immigration and

sponsorship advice to empower talent mobility from other global locations within

Randstad, to the region

● Fluidify communication channels between hiring managers, existing managers and

HRBPs to support a seamless transition from one role to another, internally

● Drive cultural evolution to encourage more mobility between markets

● Work with R&B teams to build and maintain enticing packages and information packs

to internal talent

● Promote all regional “hubs” through visual sharing of local lifestyles

Recruitment methodology

● Continuously review our recruitment process to drive improvements and change,

especially through the use of automation tools, and to ensure we have a fair, diverse

and inclusive hiring process which is aligned to respect and enhance cultural

expectations

● Manage and advance the regional ATS tenant and recruitment technology tools in

line with our group tech stack offering

● Ensure that every candidate has a first class experience from start to finish and

within our targeted time to fill

● Take ownership of aged requisitions and support sourcing and hiring efforts alongside

SMT and ITA

● Ensure the regional Randstad hiring process is delivered at the highest of standards

at all times

● Work towards turning employees into brand ambassadors by creating talent

marketing programs and activities to boost our digital footprint

● Work with the L&D team to deliver a seamless onboarding process for all joiners

● Work with the L&D team to deliver internal talent acquisition related focus groups,

training sessions and development plans

● Automate the recruitment process where possible to allow for a more human centric

approach

● Own all hiring processes by setting high standards for speed and quality through own

hiring into the business

Compliance & Risk

● Proactively keep abreast of emerging trends, market, sector and industry insight and

intelligence, candidate feedback and perceptions and competitor activity, sharing and

acting on all to inform and protect the business and raise our ability to compete.

● Ensure governance, full use of data and systems and establish processes to protect

our candidates and business against risk, legal and compliance issues.

Values based leadership

● Lead the team with trust, transparency, fairness and clear direction. Develop and

drive high performance, evaluate and act to ensure succession, team structure,

capability, capacity and agility to deliver the immediate and long term business plans

and financial performance

Skills and attributes

● Operations management

● Strategic and transformative thinking

● Business planning

● Relationship development

● Integrity, trustworthiness and positive attitude

● Initiative and pace of delivery

● Team player

● Motivational excellence

● Emotional intelligence

● Inclusive leadership

● Business acumen

● Positive and solutions focused mindset

● Building high performance teams

● Collaboration

● Hands on vs hands off

Role aligned competencies (HFLF) and Hexaco DNA decoded

(team, stakeholders and peers)

Delighting people - connect people

● Helpfulness - Helpful and supportive to others and always present

● Thoughtfulness - Invests time and anticipates how you can best support others

● Building networks - Builds a wide network of people you can rely on and they can

rely on you

● Keeping promises - Delivers on commitments to others through pace and execution

Performing today - resourcefulness

● Assertive - Confident, assertive and fair in expressing views and opinions

● Self-discipline - Self-disciplined and focused in pursuit of business goals

● Planning and organising - Carefully plans and organises tasks pre-epting the needs of

leadership team and delivering as a result

● Evaluating - Enjoys working with statistics and data to help solve problems

Leading change - manages ambiguity

● Adapting - Adapts quickly to new challenges and communicates openly and

transparency

● Flexible - Takes a flexible view as situations change and pivots to compliment

● Recovering - Quick to recover from setbacks and energised to drive momentum

● Optimistic - Responds optimistically to challenges and creates excitement in team

approach

● Controlling stress - Able to control feelings when under pressure

Securing the future - drives vision and purpose

● Open communication - Comfortable communicating with a wide range of people and

known for being open with changes in the business to build trust and reassurance

● Assertive - Confident, assertive and fair in expressing views and opinions

● Strategic thinking - Enjoys finding solutions to complex problems

● Conceptual - Conceptual in approach and enjoys exploring multiple perspective

Developing people to meet both their career goals and organisation’s goals

● Helpfulness - Helpful and supportive to others and always present

● Developing others - Enjoys helping others develop and grow

● Considerate - Invests time and anticipates how they can best support others before

asked to do so

Builds high-performing teams

● Desire to lead - Likes to take the lead in most situations and demonstrates significant

initiative and pace in delivery

● Challenge - Highly motivated by challenging goals and created highly motivated

followership from team to deliver

● Teamwork - Works as and is seen as an integral and valuable part of the group