Talent Acquisition Executive

Job Description Job Title: Talent Acquisition HR Job Summary: The candidate will be a key leadership position responsible for developing and executing human resources strategies that align with and support the overall business objectives. This role requires a highly strategic thinker who collaborates with senior executives, business leaders, and other HR professionals to drive organizational performance, culture, and employee engagement. The Business Director HR will lead a team and oversee the delivery of comprehensive HR services across all functional areas including talent management, organizational development, performance management, compensation, employee relations, and change management. Key Responsibilities: 1. Strategic HR Leadership: - Partner with the C-suite and senior business leaders to translate business goals into actionable HR strategies. - Develop long-term human capital strategies that support the growth, performance, and success of the business. - Contribute to the development of business strategy by providing insights on workforce trends, talent needs, and organizational design. 1. Talent Management & Workforce Planning: - Lead and oversee workforce planning, identifying skills gaps and ensuring that the right talent is in place to meet current and future business needs. - Ensure the company attracts, retains, and develops top talent through comprehensive recruitment strategies and internal development programs. - Manage succession planning to ensure the development of leadership pipelines across the organization. 1. Organizational Development & Culture: - Drive initiatives to shape and nurture a positive organizational culture aligned with the company's mission, values, and goals. - Champion organizational development programs aimed at improving efficiency, engagement, and employee satisfaction. - Lead change management initiatives during periods of transformation (e.g., mergers, acquisitions, restructures) to ensure smooth transitions. 1. Performance & Leadership Development: - Develop and oversee performance management systems that drive accountability and high performance across all levels of the organization. - Implement leadership development programs and coach senior leaders to enhance their leadership capabilities and organizational impact. - Ensure that the performance evaluation process aligns with the company's values and strategic priorities. 1. Compensation & Benefits Strategy: - Lead the design and implementation of compensation and benefits strategies that are competitive, equitable, and aligned with business objectives. - Partner with finance and executive leadership to ensure budget management of compensation and benefit costs while maintaining fairness and market competitiveness. - Evaluate the effectiveness of reward and recognition programs and make adjustments as needed to drive engagement and retention. 1. Employee Relations & Engagement: - Foster a positive work environment through proactive employee relations and conflict resolution strategies. - Implement employee engagement initiatives and conduct regular surveys to gauge satisfaction, making adjustments based on employee feedback. - Ensure that the organization's policies and practices support diversity, equity, and inclusion. 1. HR Operations & Compliance: - Oversee the implementation of HR policies, ensuring that the company complies with legal and regulatory requirements at local, regional, and global levels. - Ensure the effective delivery of HR services, leveraging HR technology and systems for efficient, data-driven decision-making. - Develop, track, and report on key HR metrics (e.g., turnover, time to hire, diversity metrics) to assess the effectiveness of HR programs and initiatives. 1. Stakeholder Management & Communication: - Serve as the senior HR point of contact for business leaders, providing advice, support, and guidance on all HR-related matters. - Ensure open, transparent, and effective communication between HR and other departments. - Represent the company's HR interests to external stakeholders, including partners, consultants, regulatory bodies, and the media. 1. Budget and Resource Management: - Develop and manage the HR budget, ensuring alignment with overall business financial plans. - Allocate resources effectively to meet HR priorities and organizational goals. write to us with your resume at [Confidential Information]