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 Linked In, Instagram, Tik Tok 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