People Business Partnership & Talent Acquisition Team Owner

Your Role:

Team Ownership

• Owns and leads the people business partnerships strategies, team performance, talent planning and acquisitions and alignment across all departments.
• Advises senior leaders and manages executive-level employee relationship and organization design
• Collaborate with People Operations & Development Head and senior leaders in reviewing people policies and optimize them so that it stays relevant to the people and business needs.

Talent Acquisition

• Leads hiring strategies together with PBP/TA members and Lead Recruiter for Technical roles
• Hires the seasonal talent sourcers and coordinator during peak hiring season
• Coordinates routine workforce planning and partners with finance and Cluster Owners for headcount alignment.

Business Partnering & Strategic Support

• Provide cost-benefit people engagements, recruitment strategies and scenario planning to support investments for headcount expansion.

Process Improvement & Automation

• Support the integration of business intelligence tools and data visualization dashboards.
• Lead initiatives to enhance recruitment and people performance management reporting accuracy and automation.

Team Management and Cross Function Collaboration

• Manage and mentor a team of PBP/TA, PBP Ops and Lead Recruiter for Technical roles professionals to execute the teams mission and drive continuous improvement.
• Represent the People Business Partnership team and act as a trusted advisor to senior management
• Collaborate with Employee Experience team to build strategies on employee and employer branding.

Your Qualifications:

• Education: A bachelor's degree in Human Resources, Business Administration, or a related field
• Experience: At least 5-7 years of Sr. Leadership experience in talent acquisition, 5-10 years of Sr. Leadership experience in People Business Partnership 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.
• Certifications: While not always mandatory, HR certifications (e.g., SHRM-CP, SHRM-SCP) can enhance credibility and demonstrate expertise.