Sr Mgr, TA

POSITION SUMMARY:

Position Title  :  Sr. Manager, Talent Acquisition

This position will plan, direct and implement strategic recruitment and employment programs for land-based positions in our Global Business Solutions (GBS) Manila office.  He/she will manage a staff of recruiting, sourcing and onboarding professionals playing a pivotal role in attracting, hiring and retaining the best talent to drive the business success.  The responsibilities extend beyond sourcing, screening, selecting, and processing employees; the role encompass a multifaceted approach to talent acquisition that aligns with the organization’s overall demands and business landscape. The Sr. Manager, TA will partner with senior leadership and operations to ensure timely understanding of current and future workforce needs to ensure proper staffing.

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ESSENTIAL DUTIES AND RESPONSIBILITIES:

1. Developing and executing talent acquisition strategies:

• Develop and implement strategies, processes and governance to efficiently source, screen, select, recruit and process candidates to ensure the staffing needs are met across Global Business Services
• Proactively identifies, understands and responds to organizational hiring challenges.
• Anticipates and identifies temporary bottlenecks and challenges and implements resolutions as necessary to maximize performance of team.
• Performs analysis of the organization’s current and future talent needs and potential skills gap.

2. Managing Recruitment Processes:

• Develop innovative recruitment solutions and processes to reflect evolving hiring requirements and utilization of evolving technologies.
• Identifies and reports on metrics regarding deliverables and makes adjustments as necessary.
• Monitors and evaluates the applicant-to-onboarding process to ensure candidate experience exceeds expectations for all New Hires.
• Align talent structure to future global needs. This includes ensure TA team is appropriately resourced and trained to achieve hiring targets, while meeting or exceeding performance indicators for customer service and efficiency
• Coaches, mentors, motivates, and supervises team members and influences them to take positive action and accountability for their assigned work.

3. Employer Branding

• Successfully market RCG talent brand to positively influence candidate decision
• Responsible for shaping the RCG’s brand and image as an employer of choice

4. Candidate Experience

• Create an outstanding candidate experience at every step in the hiring process - including online and onsite.
• Ensure the time to process candidates is minimized.
• Develop and implement a passive-candidate sourcing program. Staff as needed to ensure that candidate quality is the primary objective. Negotiate all contracts to ensure optimum performance from search firms. Strategically target, influence, and engage passive candidates through networking, online databases, employee referrals, and other innovative programs while accurately tracking progress
• Designs and implements behavioral, functional and tactical interviewing techniques that are aligned with KPIs for each position within the business unit supported

5. Workforce Planning

• Develops strategies to eliminate the gaps identified from Talent Reviews/Succession Planning activities.
• Work with Director of HR to develop a series of metrics to track real-time performance of critical steps in the hiring process.
• Collaborates with other departments and business unit leaders to forecast future talent demands ensuring that the organization has the right talents in place to meet business growth.

Performs other duties as required.  This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position.  Employees will be required to perform any other job-related duties assigned by their supervisor or management.

QUALIFICATIONS:

• BA degree in business, psychology, or HR required.  Master’s degree in business and HR certification preferred.
• A minimum of 5 years of recruiting experience in the global market.  Strong expertise and understanding of the volume hiring & high level of recruitment methodologies, Applicant Tracking System and assessment tools.
• A minimum of 10 years in a HR leadership capacity.
• Experience managing a recruiting function with a global staff.
• In-dept knowledge of BPO/Contact Center/Shared Services talent strategy and operations

KNOWLEDGE AND SKILLS:

• Proven ability to manage a team of independent human resources professionals and vendors.    
• Solid knowledge of recruiting methods and various interview techniques.       
• Knowledge of accepted human resources practices and the laws governing employment and fair treatment of employees globally.
• Ability to negotiate terms and conditions with candidates, hiring partners and agencies within established guidelines.            
• Ability to communicate tactfully with department heads, directors, coworkers to come up with solutions and negotiate resolutions.
• Technological proficiency. Working knowledge of computers, internet access, and the ability to navigate within an automated HRIS system as well as variety software packages such as Excel, Word, and PowerPoint. Experienced in levering social media platforms and other recruitment tools.

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Physical Demands:

While performing job functions the employee is regularly required to sit, and stand, write, review and type reports, compile data, operate a pc, communicate, listen, and assess information.  The employee may move about the office complex, may travel to other office locations and may lift, push, pull or move 10-15 pounds. The employee is occasionally required to walk to the dock, ascend and descend the vessel. This position may regularly travel domestically or internationally. Visual requirements include distant, close and color vision, and ability to adjust focus.

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Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. The environment includes work inside/outside the office, travel to other offices, as well as domestic, international, and shipboard travel. A high noise level is possible if visiting shipboard or offsite locations.**************************************************************************************

**************************************************************************************It is the policy of the Company to ensure equal employment and promotion opportunity to qualified candidates without discrimination or harassment on the basis of race, color, religion, sex, age, national origin, disability, sexual orientation, sexuality, gender identity or expression, marital status, or any other characteristic protected by law. RCL and each of its subsidiaries prohibit and will not tolerate discrimination or harassment.

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