Director - Talent Acquisition - Leadership Hiring - BPO

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.