Senior Manager, Talent Acquisition

Join our team as a Senior Manager, Talent Acquisition and play a pivotal role in driving business success by attracting, hiring, and retaining top talent.

Position Summary:

• Develop and execute strategic recruitment plans to meet the staffing needs of our Global Business Solutions (GBS) Manila office.
• Manage a team of recruiting, sourcing, and onboarding professionals to ensure timely understanding of current and future workforce needs.
• Partner with senior leadership and operations to ensure proper staffing and alignment with the organization's overall demands and business landscape.

Essential Duties and Responsibilities:

1. Developing and Executing Talent Acquisition Strategies:
   • Develop and implement strategies, processes, and governance to efficiently source, screen, select, recruit, and process candidates.
   • Proactively identify, understand, and respond to organizational hiring challenges.
   • Anticipate and identify temporary bottlenecks and challenges and implement resolutions as necessary to maximize team performance.
   • Perform analysis of the organization's current and future talent needs and potential skills gaps.
2. Managing Recruitment Processes:
   • Develop innovative recruitment solutions and processes to reflect evolving hiring requirements and utilization of evolving technologies.
   • Identify and report on metrics regarding deliverables and make adjustments as necessary.
   • Monitor and evaluate the applicant-to-onboarding process to ensure candidate experience exceeds expectations for all new hires.
   • Align talent structure to future global needs, ensuring the TA team is appropriately resourced and trained to achieve hiring targets.
   • Coach, mentor, motivate, and supervise team members, influencing them to take positive action and accountability for their assigned work.
3. Employer Branding:
   • Successfully market RCG's talent brand to positively influence candidate decision-making.
   • Responsible for shaping RCG's brand and image as an employer of choice.
4. Candidate Experience:
   • Create an outstanding candidate experience at every step in the hiring process, including online and onsite.
   • Ensure timely processing of candidates.
   • Develop and implement a passive-candidate sourcing program, strategically targeting, influencing, and engaging passive candidates.
   • Design and implement behavioral, functional, and tactical interviewing techniques aligned with KPIs for each position.
5. Workforce Planning:
   • Develop strategies to eliminate gaps identified from Talent Reviews/Succession Planning activities.
   • Work with Director of HR to develop metrics to track real-time performance of critical steps in the hiring process.
   • Collaborate with other departments and business unit leaders to forecast future talent demands, ensuring the organization has the right talents in place to meet business growth.

Qualifications:

• BA degree in business, psychology, or HR required; Master's degree in business and HR certification preferred.
• A minimum of 5 years of recruiting experience in the global market, with strong expertise in volume hiring and high-level recruitment methodologies.
• A minimum of 10 years in a HR leadership capacity, with experience managing a recruiting function with a global staff.
• In-depth knowledge of BPO/Contact Center/Shared Services talent strategy and operations.

Knowledge and Skills:

• Proven ability to manage a team of independent human resources professionals and vendors.
• Solid knowledge of recruiting methods and various interview techniques.
• Knowledge of accepted human resources practices and the laws governing employment and fair treatment of employees globally.
• Ability to negotiate terms and conditions with candidates, hiring partners, and agencies within established guidelines.
• Ability to communicate tactfully with department heads, directors, coworkers to come up with solutions and negotiate resolutions.
• Technological proficiency, with working knowledge of computers, internet access, and automated HRIS systems, as well as software packages like Excel, Word, and PowerPoint.

Physical Demands:

While performing job functions, the employee is regularly required to sit, stand, write, review, and type reports, compile data, operate a PC, communicate, listen, and assess information.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job.

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