Talent Acquisition Executive

Principal Accountabilities

• Provide guidance and support on the deployment and development of Employer Brand, Social Media (internal and external), Reporting, Compliance/Diversity and Training strategies in the new recruitment model. Partner with Manager, Recruitment Systems and Operations and Director of Recruitment to align to N. America best-practices, processes, and process improvement, programs and systems requirements.
• Prepare and analyze recruiting reports to monitor cost per hire, time to fill, SLAs/OLAs and other recruiting metrics.
• Lead design and connection points for Onboarding, as it relates to Recruiting; help to identify and create natural synergies to enhance the employee Onboarding experience.
• Manage recruitment processes for non-outsourced hiring activities by working closely with Recruiting Consultants, Hiring Managers, HR Partners and candidates—this includes Interview Scheduling, Offer Letter and the Pre-Employment process (determining level of risk when receiving results of background checks and managing the Pre-Adverse process).

Job Complexity

Job complexity may vary among jobs within this job level and will align with one of the job complexities listed below:

• Incumbent has limited level of discretion to vary from established procedures, works under general supervision, and solves some straightforward problems. Incumbent generally has limited work experience involving basic concepts and procedures but requires formal training in theories/concepts in own function.
• Incumbent has high level of discretion to vary from established procedures, works under broad supervision, and solves some complex problems. Incumbent generally has substantial work experience involving complex concepts and procedures in theories/concepts in own function.