W Energy - Manager - Talent Acquisition

- This role is responsible for developing and executing the organization's talent acquisition strategy to ensure a robust pipeline of high-quality, diverse candidates that aligns with the company's long-term business goals.

- The MBA is a key requirement, signifying an emphasis on strategic planning, business acumen, and data-driven decision-making in the TA function.

Core Requirements:

Education: Master of Business Administration (MBA) is typically required or strongly preferred.

Experience: 4-6 years of progressive experience in Talent Acquisition, with at least 1-2 years in a managerial or senior/lead strategic role.

Skills: Proficiency with Applicant Tracking Systems (ATS), Recruitment Marketing, hiring analytics, budget management, and compliance with employment law.

Key Responsibilities and Focus Areas

1. Strategic Leadership & Planning:

- TA Strategy: Design, implement, and manage a holistic talent acquisition strategy that aligns with overall workforce planning and business objectives.

- Stakeholder Partnership: Act as a strategic business partner to executive leadership and hiring managers to forecast future talent needs and close critical skill gaps.

- Budget & Metrics: Manage the TA budget, track key performance indicators (KPIs) like time-to-fill, cost-per-hire, quality-of-hire, and new-hire retention, and present data-driven reports to management.

2. Operational Management:

- Full-Cycle Oversight: Oversee the end-to-end recruitment process, ensuring efficiency, consistency, and a high-quality candidate experience from sourcing to onboarding.

- Sourcing Innovation: Lead the development and execution of innovative sourcing strategies, leveraging technology, social media, employee referrals, and specialized job boards to target niche and diverse talent pools.

- Process Optimization: Continuously review and optimize TA processes, technologies, and systems (e.g., ATS and CRM) to remove bottlenecks and drive operational excellence.

3. Employer Branding & Candidate Experience

- Employer Brand: Develop and champion the company's employer value proposition (EVP) and lead employer branding initiatives across various channels.

- Candidate Experience: Design and implement a seamless, positive, and engaging candidate experience that reinforces the company culture and values.

4. Team & Vendor Management (If applicable):

- Team Leadership: (If managing staff) Mentor, train, and manage a team of recruiters or coordinators to achieve hiring targets and maintain recruiting standards.

- Vendor Relations: Manage relationships with external recruitment agencies, staffing firms, and other talent service providers