Regional Head - Talent Acquisition - BFSI

Hiring for Regional Head-Talent Acquisition with leading MNC Bank in Delhi, Mumbai, Bangalore

Below is the summary of the requirement:

Band : 6

Total work experience : 4-8 years

Salary : Open

Qualification : Specialization in HR from tier 1 management institute

Industry agnostic

Experience to include : HRBP and TA

Reporting : Will have 2 members reporting

JD appended for reference:

- Guide the business on talent acquisition planning

- Agree and deliver annual sourcing and cost avoidance targets

- Deliver the budgeted talent acquisition plans for roles within assigned business areas, providing support to the Regional Head of Talent Acquisition and Head of Talent Acquisition, as required.

Key Roles & Responsibilities

NEEDS DEFINITION:

- Conduct structured business needs discussions with hiring managers before candidate search commences, identifying the key role and candidate requirements, and agreeing the sourcing and selection strategy, SLA and respective roles and accountabilities, updating the JR accordingly

- Agree sourcing and administration needs with Talent Acquisition Coordinators

- Provide a full consultative service to line managers with regards to the recruitment industry and market trends.

SOURCING:

- Design and deliver innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases

- Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including:

(i) Conducting pure research and name generation activities

(ii) Online advertising and automated electronic candidate searches

(iii) Contacting potential candidates who have posted their information on the internet, consistently generating
leads from applicants over the phone or face to face

(iv) Searching the in-house CV database, creating hot lists, keeping high quality declined candidates warm
and on `potential prospect lists

(v) Networking at professional and trade events, and careers fairs, and partnering with Government Labour
Agencies

(vi) Engaging and managing external PSL recruitment agencies, where required

- Develop multi-hire sourcing approaches and work in partnership with colleagues across the network to tap in to overseas sourcing channels and co-ordinate global campaigns

- Participate in intern, graduate and MBA recruitment events and activities (e.g. careers fairs), as required. Refer any direct hire applicants who would have strong potential for a programme role

- Continuously attract candidates to work for the Bank by promoting the organization as an employer of choice in the market place, partnering with internal and external stakeholders to drive both short and long term employer branding initiatives.

SELECTION:

- Develop effective pre-screening questions in PeopleSoft to maximize process efficiency, short listing CVs against the JR requirements, actively reviewing and challenging the diversity of talent pools

- Efficient end to end applicant management for each JR i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with Talent Acquisition Coordinator regarding interview and assessment arrangements, briefing and preparing candidates for interview (directly or via agencies)

- Conduct preliminary and strengths based interviews, as required, assessing candidates to ensure cultural fit for the bank, long term potential, and technical fit for roles (via telephone or face to face where possible), setting realistic role expectations

- Advise hiring managers on the selection approaches and tools available for different roles, developing relevant interview questions, interpreting and debriefing managers on selection assessments (as required), assessing the implications of candidates strengths profiles

- Advise hiring managers on which candidates to progress to the next stage, ensuring the right recruitment decisions are made, challenging the business recommendations as required

- Complete internal pre employment and pre engagement verifications checks (e.g. identity, legal right to work and address verification) during interview process

- Manage any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained (via Talent Acquisition Coordinators, as appropriate)

- Co-coordinate timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates. Responsible for updating interview notes in PeopleSoft and ensuring timely and appropriate completion of the same by co-interviewers

- Where an internal (international) move is proposed, ensure that the move is in line with the Bank's talent strategy, and the proposal is evaluated against the appropriate criteria, including performance ratings, talent classifications and how the individuals skills will be used / developed

- Where an internal (international) move is appropriate, guide hiring managers on the appropriate selection of IM policy developing on role and intended development strategy. Support the business in setting appropriate move objectives and end of assignment plans.

HIRING:

- Negotiate offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with Reward and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies

- For international moves: generate cost estimate and review the same with hiring manager, preparing business case for international move and completing move approval requirements. Following move approval, coordinate assignment letter generation and make offer to candidate. Following offer acceptance, ensure relocation services are initiated

- Liaise with Talent Acquisition Coordinator to ensure timely contract issuance following verbal offer

- Liaise with the relevant stakeholders regarding work permit applications / extensions, where required

- Improve candidate conversion rates (first offer made to acceptance ratio) through effectively diagnosing and selling the most relevant points for each individual about the role, the Bank, the brand, benefits etc.

PRE-EMPLOYMENT:

- Ensure pre-employment checks are completed in line with global minimum standards, managing any discrepancies or delays etc highlighted by the Talent Acquisition Coordinator with the vendor, candidate or hiring manager (as appropriate)

- Responsible for ensuring all Talent Acquisition related Right Start pre-employment global standards are met or exceeded for candidates under remit (i.e. issuing of contracts and induction packs, timely Bank ID creation and issuing notifications to hiring managers and HR RMs where appropriate, confirming start dates and their Right Start responsibilities)

- Develop innovative pre-joining strategy, maintaining regular contact with candidates and keeping them warm post offer acceptance.

RELATIONSHIP MANAGEMENT:

- Effectively interact with, and respond to, colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required

- Build strong relationships with hiring managers, coaching them to deliver best practice recruitment and prompt feedback, ensuring that credibility is earned quickly and the role holder is sought out for advice and engaged at the outset of all recruitment

- Work collaboratively and share knowledge with Talent Acquisition professionals in other countries.

REPORTING & SYSTEM MANAGEMENT:

- Use PeopleSoft to drive the end to end Talent Acquisition process, recording all relevant details associated to job requisitions and candidates in a timely manner, ensuring applicants are categorized effectively in the CV database for easy and fast retrieval, and regularly conducting any required system `housekeeping.

- Analyse recruitment data, reports and balanced scorecard performance data to proactively monitor and interpret internal and external conditions, using these findings to identify areas for improvement in delivering Talent Acquisition solutions that meet business needs e.g. more effective and efficient channel management, candidate conversion.

PEOPLE MANAGEMENT:

- Manage a team of Talent Acquisition Managers and Talent Acquisition Coordinators, coaching, developing and engaging them to ensure delivery of recruitment targets at the right time, the right quality and the right price, meeting or exceeding balanced scorecard targets;

- Ongoing monitoring/management of team workloads to achieve optimal deployment of resources.

Qualifications & Skills:

- Commercial experience (in-house or search firm) of retained search and selection, or contingency and multi channel recruitment, with a successful track record in management level job filling within a complex recruitment model / environment

- Able to deal with high recruitment volumes as well as more specialist vacancies, managing multiple vacancies at any time across a variety of disciplines

- Understanding and experience of developing sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget. Experience managing / working with PSLs and non-PSLs and good knowledge of the market place, competitors and best practice

- Strong consulting skills and experience in translating business objectives into talent acquisition solutions / requirements through diagnostics and needs analysis (e.g. probing to identify underlying needs, effective questioning to provoke broader thinking about resource requirements, capability gaps etc)

- Sound communication and influencing skills, enabling the role holder to network effectively, establish credibility quickly, build sustainable relationships, relate to candidates and hiring managers, effectively push
back on hiring managers / agencies and effectively sell Standard Chartered Bank to individuals

- Gravitas to deal with senior hiring managers and junior to middle management level candidates. Ability to deal assertively with conflict, and remain positive when under pressure

- Innovative, pragmatic, commercial, and customer-focused approach. Capacity to think creatively and laterally

- Excellent reasoning skills and the ability to screen and interview applicants while making sound judgments on suitability for the role / organization

- Track record of working in a very organized way, multi-tasking, prioritising, managing data, and setting and achieving deadlines (both short and long term). Experience of analysing recruitment management information and using this to identify and initiate improvements

- Knowledge of / exposure to relevant employment legislation (e.g. data protection).