Recruiter - Sboc

**The Role**:
Typically as HR - Recruiter, SBO:
Purpose

Accountabilities
- Develop trusted relationships and 2-way engagement with business partners (hiring managers, country HR) to understand business priorities, roles, and talent needs both short & longer term
- Hold professional Job Brief Meeting with hiring managers to fully inform resourcing strategy & ensure D&I priorities are established
- Manage the successful recruitment (quality, speed, cost and diversity of end-to-end pipeline) for internal appointments and approximately 80-100 external positions per annum in a given portfolio
- Coach & guide Hiring Managers on Shell recruitment process ensuring full understanding of responsibilities & time frame commitments
- Build a continuous, collaborative delivery partnership with key Resourcing teams; global Sourcing Hub, Resourcing Operations and Recruitment Marketing. Ensure clarity and alignment across stakeholders to enable coordinated, effective, posting, screening, assessment and offer management. Contribute to collaborative engagement with virtual network of team members, engaging them on the context and needs of the hire
- Leverage LEAN practices to run/contribute to a highly effective weekly Huddle, aligning with the team on priorities, indicators, setting up for a successful week ahead
- Be a visible Shell Ambassador in the external market, engaging with relevant networks and associations, as relevant to the portfolio of roles - Energy groups, Trading forums, Compliance or IT organisations, benchmark groups
- Identifying and leading work to improve the ongoing delivery & operational effectiveness of Resourcing, e.g. Continuous Improvement scope, or assessment upgrades
- Be a frontline bastion of integrity in Shell decision making for hiring. Understand & adhere to high standards of compliance across all accountabilities. Take personal responsibility for data protection, equal opportunities at all times in addition to HSSE and Shell governance policies.

DIMENSIONS
Individual Contributor
Autonomy:

- Works under general supervision, in accordance with work agreements and procedures. Checks with manager or supervisor when needed. Proactively uses LEAN and Recruitment KPIs and brand ambassador.

Stakeholder Mgt:

- Works with stakeholders throughout the entire organisation and with external parties, locally as well as globally. Medium level business partnering

Complexity is Med-High:

- More integrated approach - may have accountability for internal and external resourcing.

This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.
Typically as HR - (Sr.) Sourcer:
Purpose

**Responsibilities**:

- Develop thorough business knowledge and understanding of role requirements
- Pro-actively build external pipelines for high value skill pools
- Share expert knowledge on effective attraction strategies and sourcing channels
- Fully utilise sourcing channels available i.e. LinkedIn, Jobboards, referrals and Shell Talent Community and new advanced technology tools
- Deliver results in line with Global Resourcing KPI’s
- Be a visible advocate of Diversity & Inclusion
- Act as a Shell Ambassador in the external market, engaging important networks and associations

DIMENSIONS
- Individual Contributor
- Works under guidance and general instructions, in accordance with work agreements and procedures and supported by senior management. Manages own work plan, LEAN schedule and developing an awareness of Recruitment KPIs.
- Works with stakeholders throughout the entire organization and with external parties, mainly locally. Can conduct basic appreciative enquiry and question stakeholders to improve recruitment outcomes.
- Complexity of business environment is low/medium (e.g. may include mix of markets and skill pool types, including less mature-growing markets with available talent in some skills but others may be limited. Typically strong employment branding and favourable Shell perception for most roles).
- Up to JG5 and different type of jobs.

This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.
**Disclaimer