HEAD OF TALENT ACQUISITION

• Leadership and Direction: Identify and communicate the actions needed to implement the function's strategy and business plan within the business area or department; explain the relationship to the broader organization's mission, vision, and values, motivate people to commit to these tenets and do extraordinary things to achieve local business goals.
• Recruitment: Collaborate regularly with department managers and proactively identify future hiring needs for a given area. Attract and select candidates for mid-level and high-level jobs. Promote company's reputation as "best place to work." Monitor and apply HR recruiting best practices.
• Future Talent Recruitment: Lead the creation of multichannel future talent recruitment campaigns to attract large numbers of high-quality candidates; clarify the campaign's objectives; propose and obtain agreement on a financial budget; identify and appoint the campaign team.
• Recruitment Campaigns: Create recruitment campaigns to attract high-quality candidates; research the characteristics of key candidate target groups; develop messaging that is relevant and attractive to candidates and consistent with the employer brand and value proposition; identify relevant cost-efficient media, social media, or other channels.
• Strategic Workforce Planning: Develop key strategic insights based on external and internal information sources and develop and analyze complex resourcing scenarios to enable the development of the strategic workforce plan.
• HR Data Analytics and Insights: Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.
• Performance Management: Manage and report on the performance of a substantial, diverse team; set appropriate performance objectives for direct reports or project/account team members and hold individuals accountable for achieving them; take appropriate corrective action where necessary to ensure the achievement of team/personal objectives.
• Organizational Capability Building: Use the organization's formal development framework to identify the team's individual development needs. Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build their professional capabilities. Provide informal training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.
• External Employment Data Benchmarking: Manage the day-to-day relationship with external data providers; clarify and communicate business needs; ensure that data submissions are made accurately and on time.
• Budgeting: Develop and/or deliver budget plans with guidance from senior colleagues.

• General Education: Master's Degree or Equivalent Level
• General Experience: Wide and deep experience providing expert competence (Over 10 years to 15 years)
• Managerial Experience: Experience of planning, managing and organizing resources within short/medium timescales within the overall policy framework. (Over 6 years to 10 years)

Your Safety and Data Security Matter to Us

Manpower is committed to a safe, secure, and transparent hiring process. We will never request any form of payment, banking details, or sensitive personal information at any stage of recruitment.

If you receive any suspicious communication claiming to be from Manpower, please report it immediately to: [email protected]

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