Talent Acquisition Specialist

Job Title:

Job Summary:

The candidate will be a key leadership position responsible for developing and executing human resources strategies that align with and support the overall business objectives. This role requires a highly strategic thinker who collaborates with senior executives, business leaders, and other HR professionals to drive organizational performance, culture, and employee engagement. The Business Director HR will lead a team and oversee the delivery of comprehensive HR services across all functional areas including talent management, organizational development, performance management, compensation, employee relations, and change management.

Key Responsibilities:

1. Strategic HR Leadership:

• Partner with the C-suite and senior business leaders to translate business goals into actionable HR strategies.
• Develop long-term human capital strategies that support the growth, performance, and success of the business.
• Contribute to the development of business strategy by providing insights on workforce trends, talent needs, and organizational design.

1. Talent Management & Workforce Planning:

• Lead and oversee workforce planning, identifying skills gaps and ensuring that the right talent is in place to meet current and future business needs.
• Ensure the company attracts, retains, and develops top talent through comprehensive recruitment strategies and internal development programs.
• Manage succession planning to ensure the development of leadership pipelines across the organization.

1. Organizational Development & Culture:

• Drive initiatives to shape and nurture a positive organizational culture aligned with the company's mission, values, and goals.
• Champion organizational development programs aimed at improving efficiency, engagement, and employee satisfaction.
• Lead change management initiatives during periods of transformation (e.g., mergers, acquisitions, restructures) to ensure smooth transitions.

1. Performance & Leadership Development:

• Develop and oversee performance management systems that drive accountability and high performance across all levels of the organization.
• Implement leadership development programs and coach senior leaders to enhance their leadership capabilities and organizational impact.
• Ensure that the performance evaluation process aligns with the company's values and strategic priorities.

1. Compensation & Benefits Strategy:

• Lead the design and implementation of compensation and benefits strategies that are competitive, equitable, and aligned with business objectives.
• Partner with finance and executive leadership to ensure budget management of compensation and benefit costs while maintaining fairness and market competitiveness.
• Evaluate the effectiveness of reward and recognition programs and make adjustments as needed to drive engagement and retention.

1. Employee Relations & Engagement:

• Foster a positive work environment through proactive employee relations and conflict resolution strategies.
• Implement employee engagement initiatives and conduct regular surveys to gauge satisfaction, making adjustments based on employee feedback.
• Ensure that the organization's policies and practices support diversity, equity, and inclusion.

1. HR Operations & Compliance:

• Oversee the implementation of HR policies, ensuring that the company complies with legal and regulatory requirements at local, regional, and global levels.
• Ensure the effective delivery of HR services, leveraging HR technology and systems for efficient, data-driven decision-making.
• Develop, track, and report on key HR metrics (e.g., turnover, time to hire, diversity metrics) to assess the effectiveness of HR programs and initiatives.

1. Stakeholder Management & Communication:

• Serve as the senior HR point of contact for business leaders, providing advice, support, and guidance on all HR-related matters.
• Ensure open, transparent, and effective communication between HR and other departments.
• Represent the company's HR interests to external stakeholders, including partners, consultants, regulatory bodies, and the media.

1. Budget and Resource Management:

• Develop and manage the HR budget, ensuring alignment with overall business financial plans.
• Allocate resources effectively to meet HR priorities and organizational goals.

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