PRIMARY DUTIES ANDRESPONSIBILITIES :
Establish short and long-term recruiting strategiesdesigned to deliver on key organizational metrics (i.e. cost perhire, time to fill, diversity, quality of hire etc).
Provide overall direction andmanagement for Talent Acquisition strategy, guidelines andprocedures concerning best practices, systems and methodologies,including social media, assessment and analytics.
Develop and lead a high performancerecruiting team, ensuring we build the skills, capability andprogram management of professional recruitment, universityrelations and early careers recruitment, inhouse sourcing, employerbranding, and recruitment coordination (note there may not bededicated personnel for each activity, so the Leader will need tooptimize the team and structure accordingly)
Support Schneider Electrics diversity goals andobjectives by ensuring diverse candidates are presented forpositions. Define new resources and strategies to build a diversetalent pool for key positions and all targeted openings within theentities.
Continuallyevaluate and refine recruiting processes to ensure maximumefficiency and optimal candidate experience.
Partner with HRBPs and entity businessmanagement to educate key stakeholders on strategies to optimizethe attraction, development and retention of talent.
Togethercreate a "recruiting culture" within theorganization.
Developstrong working relationships with HR Business Partners, HR SharedServices and Business Unit Leaders.
Be a thought leader in the space of marketintelligence, data analytics, recruiting trends and legislativeinitiatives that have short and long term implications on theprofitability of the business.
Foster a highly proactive sourcing capability, using thelatest sourcing tools, methodologies and talent mapping approach.
Define and target critical roles. Drive use of candidaterelationship management tools and activities.
Manage the University Relations &Recruiting program which includes : developing strong relationshipswith key universities, executing on campus public relations events,and developing Apprentice and Internship recruiting strategies tomeet the growth objectives of the company.
Drive innovative and engaging Employer Brandingcampaigns, employment advertising, including company web site,social media, internet job boards, recruitment brochures, and othermedia.
Manage departmentbudget and financial objectives.
Create value added vendor relationships
Minimum of 10 years of experiencemanaging full life-cycle recruitment process, with 5+ yearsmanaging a team for a large international organization in a highlydynamic and diverse environment.
Demonstrated Employer Branding, Market Intelligence,Talent Mapping / Pipelining, Diversity recruitment and TA Analyticsexperience.
Knowledge oflocal, regional and country specific regulations concerningemployment and interviewing / hiring processes required.