Director - Talent Acquisition - Leadership Hiring
Key Responsibilities:
Leadership Recruitment Strategy:
- Develop and implement a comprehensive leadership hiring strategy aligned with the company's business goals and growth plans.
- Collaborate with senior executives and HR leaders to understand leadership needs and define job requirements and success profiles for key leadership roles.
- Stay abreast of industry trends and best practices in leadership hiring to ensure [Company Name] remains competitive in attracting top talent.
Candidate Sourcing and Engagement:
- Utilize a variety of sourcing methods, including executive search firms, networking, industry events, social media, and direct outreach to identify potential leadership candidates.
- Build and maintain a robust pipeline of qualified leadership candidates for current and future needs.
- Develop and manage relationships with potential candidates, providing an exceptional candidate experience from initial contact through onboarding.
Assessment and Selection:
- Design and implement assessment processes tailored to leadership roles, including interviews, psychometric testing, and assessment centers.
- Lead and participate in interview panels, providing guidance and training to interviewers on best practices and bias mitigation.
- Collaborate with hiring managers and executives to evaluate candidates and make informed hiring decisions.
Employer Branding:
- Enhance employer brand as a destination for top leadership talent.
- Develop and execute employer branding initiatives, including leadership profiles, thought leadership content, and participation in industry events.
- Leverage social media and digital platforms to promote [Company Name]'s leadership opportunities and success stories.
Diversity, Equity, and Inclusion (DEI):
- Champion DEI initiatives in leadership hiring, ensuring a diverse slate of candidates for all leadership roles.
- Partner with internal DEI teams to develop and implement strategies to attract diverse leadership talent.
- Monitor and report on diversity metrics and progress in leadership hiring.
Stakeholder Management:
- Build strong relationships with senior executives, hiring managers, and HR business partners to understand business needs and provide strategic hiring support.
- Act as a trusted advisor to senior leadership on talent market trends, compensation benchmarking, and competitive intelligence.
- Provide regular updates and reports to the executive team on leadership hiring progress and challenges.
Process Improvement:
- Continuously evaluate and improve leadership hiring processes to ensure efficiency, effectiveness, and candidate satisfaction.
- Implement best practices and innovative approaches to leadership hiring, leveraging technology and data analytics.
- Ensure compliance with all relevant regulations and company policies.
Talent Development and Succession Planning:
- Collaborate with HR and executive leadership on talent development and succession planning initiatives.
- Identify high-potential internal candidates for leadership roles and create development plans to prepare them for future opportunities.
- Support initiatives to build leadership capability and readiness within the organization.
Qualifications:
- Bachelor's degree in Human Resources, Business Administration, or a related field; advanced degree (MBA, Master's in HR) preferred.
- Minimum of 10 years of experience in talent acquisition, with at least 5 years in leadership hiring. Experience in a similar industry or sector is highly desirable.
- Proven track record of successfully recruiting senior leaders and executives. Strong knowledge of leadership assessment tools and methodologies.
- Exceptional interpersonal and communication skills, with the ability to influence and engage senior stakeholders. Strong project management and organizational skills.
- Extensive network within the industry and a deep understanding of the leadership talent landscape.
- Proficiency in applicant tracking systems (ATS), candidate relationship management (CRM) tools, and social media platforms. Familiarity with data analytics and reporting tools.
- Ability to think critically and strategically about talent needs and recruitment approaches.
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