People Business Partnership & Talent Acquisition Partner

Responsible for dual role capability of People Business Partner (PBP) and Talent Acquisition (TA). During low recruitment seasons, PBP focus more on talent development, coaching and employee engagements. During recruitment spikes, the PBP/TA Partner shift toward recruiting.

• Strategic People Business Partnership
• Organizational development, team design
• Performance management & coaching
• Engagement & retention strategies
• Employee relations & culture development
• Workforce planning & talent mapping
• Own onboarding experience in partnership with L&D

Talent Acquisition Focus

• Coordinate hiring needs with leaders
• Partner with hiring leaders to scope roles
• Source candidates (LinkedIn Recrutier sourcing or Manage 3rd party agency)
• Drive interview process & facilitate hiring decisions
• Own onboarding experience in partnership with L&D

Process Improvement & Automation

• Support the integration of business intelligence tools and data visualization dashboards.

Cross Function Collaboration

• Stays on top of the shift of roles to PBP Strategic HR focus or Talent acquisitions when PBP/TA assigns
• Support the team in executing strategic human resources deliverables

Your Qualifications:

• Education: A bachelor's degree in Human Resources, Business Administration, or a related field
• Experience: At least 3-5 years experience in talent acquisition and 3-5 years experience in People Business Partnership as Individual Contributor capacity roles
• Full-Cycle Recruiting Experience: Experience in managing the entire recruitment process, from sourcing to onboarding, is crucial. Proficiency in ATS platforms and LinkedIn Recruiter platform is a plus.
• Industry Knowledge: Familiarity with local labor laws and regulations is essential.
• Recruitment Best Practices: A strong understanding of recruitment tools, technologies, and best practices is vital.
• Business Acumen: A solid understanding of business strategy, objectives, and challenges is important for aligning talent acquisition efforts with organizational goals.
• Digital Literacy: Proficiency in using technology to drive efficiencies and improve talent acquisition processes is increasingly important.
• Negotiation Skills: Strong negotiation skills are needed to secure top talent within budget constraints.
• Communication Skills: Excellent written and verbal communication skills, with the ability to effectively communicate with employees, organizational leaderships, and external stakeholders.
• Problem-Solving Skills: Strong problem-solving abilities, with the ability to identify issues, develop solutions, and implement changes to improve efficiency and effectiveness.
• Organizational Skills: Excellent organizational skills, with the ability to manage multiple tasks and priorities in a fast-paced environment.
• Analytical Skills: Strong analytical skills, with the ability to analyze data, identify trends, and make informed decisions to improve site operations.
• Customer Service Orientation: A strong customer service orientation, with the ability to anticipate and meet the needs of internal and external stakeholders.