Job Summary:
The Senior Manager - Talent Acquisition & Management (Institutional Sales and Plant Recruitment) will be responsible for executing recruitment strategies specifically for institutional sales with facade products and plant roles. This position requires a strong understanding of institutional sales dynamics, facade products, and plant operations to attract and retain top talent in these areas. The Senior Manager will oversee a team of specialists and work closely with the Head of TA & TM to align recruitment initiatives with business goals.
Key Responsibilities:
Talent Acquisition Strategy:
Implement & Review recruitment strategies for institutional sales with facade products and plant roles.
Identify and leverage effective sourcing channels to attract qualified candidates for these specialized roles.
Collaborate with department heads to understand hiring needs and ensure a seamless recruitment process.
Monitor and analyze recruitment metrics to assess the effectiveness of the talent acquisition strategy and make data-driven improvements.
Team Leadership and Collaboration:
Lead, mentor, and develop the Institutional Sales & Facade Products Recruitment Specialist and the Plant Recruitment Specialist, ensuring they have the skills and resources needed to succeed.
Foster a collaborative and inclusive team culture that encourages continuous improvement and innovation.
Work closely with HR colleagues and other department leaders to ensure alignment and integration of talent strategies across the organization.
Process Improvement and Reporting:
Continuously evaluate and improve recruitment processes for institutional sales and plant roles to enhance efficiency and effectiveness.
Develop and maintain metrics and KPIs to track the success of recruitment initiatives and provide regular reports to the Head of TA & TM.
Stay updated on industry trends and best practices in talent acquisition for institutional sales and plant roles to ensure the company remains competitive in the talent market.
Compliance and Diversity:
Ensure all recruitment activities comply with relevant employment laws and regulations.
Promote diversity and inclusion initiatives to build a diverse workforce that reflects the company’s values and enhances its competitive advantage.
Key Responsibilities and Accountabilities (KRA) for Senior Manager - TA & TM:
Develop and Implement Recruitment Strategies
KRA: Effective recruitment strategies for institutional sales and plant roles.
KPI: Time-to-fill positions, cost-per-hire, quality of hire, candidate satisfaction scores.
Lead and Develop Recruitment Team
KRA: High-performing recruitment specialists team.
KPI: Team performance metrics, employee satisfaction within the team, professional development progress.
Enhance Recruitment Processes
KRA: Efficient and effective recruitment processes.
KPI: Reduction in process times, accuracy of reports, implementation of process improvements.
Ensure Compliance and Promote Diversity
KRA: Compliance with laws and promotion of diversity.
KPI: Diversity hiring metrics, compliance audit results, inclusion survey scores.
Key Performance Indicators (KPI) for Senior Manager - TA & TM:
Time-to-Fill Positions: Average number of days to fill open positions.
Cost-per-Hire: Total recruitment costs divided by the number of hires.
Quality of Hire: Performance and retention rates of new hires within the first year.
Candidate Satisfaction Scores: Feedback from candidates regarding the recruitment process.
Team Performance Metrics: Performance evaluations and achievement of team goals.
Employee Satisfaction within the Team: Survey results from team members.
Reduction in Process Times: Decrease in time taken for various recruitment processes.
Accuracy of Reports: Precision and reliability of data reported.
Implementation of Process Improvements: Successful implementation and impact of process enhancements.
Diversity Hiring Metrics: Percentage of diverse hires.
Compliance Audit Results: Scores or findings from compliance audits.
Inclusion Survey Scores: Feedback from employees on inclusion and workplace culture.
