Talent Resourcing Manager – Worldwide Property Company

Job Title: Talent Resourcing Manager

Reports to: Talent Resourcing Leader

Location: London Bridge with EMEA Travel

The Role:

Responsible for supporting the delivery of the people and business strategies through:

• Proactive talent sourcing and acquisition through a ‘hands on’ approach

• Recruiting and selecting

• End to end recruitment process

• Contributing to the achievement of the Divisional and Corporate HR metrics

• Ability to deliver a reactive service whilst operating proactively

• Planning and organising

• Effective and persuasive communication

The main emphasis of this role is on proactively sourcing. This will ensure that there are candidates ready and able to be recruited when the business requires.

The TRM is a member of the Recruitment Team, which has a wider remit to deliver recruitment and selection services in a range of corporate level areas such as selection centres, careers fairs etc.

Success Measures/Objectives:

• Having a robust Recruitment Strategy, Succession and Talent Plan and Workforce Plan in place and delivering
• Having a talent pipeline of individuals who are ready to fill roles
• Facilitating the recruitment process to ensure the candidates that are recruited can easily demonstrate the company technical and behavioural requirements
• Improve brand awareness both externally and internally
• Positive feedback from business
• Positive candidate experience
• Recruitment success metrics:
• Reduction in recruitment agency spend
• Reduction of under attrition / under 1 year’s attrition rates
• Balance between direct and indirect sourcing
• Improved Management Information

Key Tasks:

Tactical & Strategic Activity

• Work closely with Divisional TR Leader, wider HR Team and EMEA Divisional Managing Director in order to set the Recruitment Strategy in alignment with business strategy

• Work with the Divisional TR Leader & wider HR Team HR Director to input into sourcing strategy and workforce plan for EMEA

• Using the Divisional Succession & Talent Map, maintain a talent map of internal and external talent to target for future roles

• Lead and assist with the implementation and compliance of recruitment policies and procedures

Talent Sourcing & Selection

• Build and maintain a talent pipeline of suitable candidates

• Conduct regular speculative interviews

• Run assessment centres

• Review & feedback on psychometrics

• Recruit senior roles including direct headhunting

Divisional Support

• Network internally to fully understand the business and line managers’ recruitment needs

• Work with the recruiting managers to agree sourcing methods and selection

Corporate Support

• Work closely with the DCS TR leader and HR Management Team to provide corporate level support in areas such as selection centres, career fairs etc.

Brand Awareness

• Raise brand awareness through external PR through utilisation of social media channels and professional networking

• Arrange and plan external recruitment events where necessar

Process

Supporting the end to end recruitment process:

• Refining job specifications and adverts by working collaboratively with hiring managers

• Reviewing applications

• Shortlisting applications

• Arranging interviews and assessment days

• Ensure all recruitment documentation is updated in a timely manner

• Ensure the recruitment Applicant Tracking System is updated in a timely and accurate manner

Training

• Ensure recruitment process is implemented and utilised

• Up skill hiring managers in recruitment and selection techniques including interview and selection

Reporting

• Produce monthly EMEA reports

• Collate recruitment MI for the EMEA business

Skills Required:

• Ability to quickly build solid relationships with managers in each business unit in order to establish their recruitment needs and provide support.

• A confident recruiter who has the drive to directly source the best talent for the company with minimal use of 3^rd party suppliers.

• Ability to deal with multiple vacancies without compromising candidate quality or an effective and timely service.

• Use of multi-media channels for direct sourcing.

• Proven track record of proactive recruitment
• Can coach and train managers on best practice recruitment & selection skills
• Understanding of the candidate market

• Creation of workforce plans

• 2 years’ experience of working as a recruiter at manager or business partner level
• Building and maintaining a talent pipeline
• Maintaining a database
• Designing and running external campaigns and assessment centres

• High level of interpersonal and communication skills, an excellent relationship builder

• Able to travel across the EMEA as the needs of the role requires