The GTR CoE Leader is responsible for the recruitment strategy and execution within Sub Saharan Africa. Specific responsibilities include the go-to-market strategy to attract talents, EVP development, and compliance across all GE businesses. He/she will help align to global recruitment standards, drive simplification and efficiency, provides leadership and coaching to the team and acts as a senior liaison between regional / global management, TR leaders and external stakeholders.
Countries Covered: Angola, Ghana, Kenya, Mozambique, Nigeria, South Africa, and 9
others with smaller volumes
Position Location: Any GE office in the Region, with a strong preference for Johannesburg, Lagos, Luanda or Nairobi
Travel: Up to 30% of the time (Leverage technology where possible)
Position: Talent Recruitment Leader
Essential Responsibilities:
Leadership
- Set the recruitment strategy for the region
- Provide guidance, operational standards and leadership to the Talent Recruitment Team
- Partner with business leaders or main stakeholders to define and understand recruitment/ hiring needs
- Align Talent Recruitment goals and objectives with business initiatives and priorities
- Lead, coach and develop Talent Recruitment Business Leaders and Consultants
- Responsible for the quarterly operational reporting and the ongoing collection of VOC from the business
- Represent Talent Recruitment at a senior management level for the region
- Drive the execution all HR and business related initiatives in accordance with GE timetables and requirements – including people and financial reviews and processes
Operational/Process
- Monitor service level agreements that cover key deliverables to clients; drive closure and delivery on current vacancies according to target cycle times and CoE metrics
- Oversee the education and coaching of Line & HR Managers on staffing process; developing in-house skill sets - interviewing skills, selection techniques etc.; ensuring all employees involved in selection have been trained
- Working with the global TR structure in defining, implementing and communicating staffing metrics—driving change in mindset
- Develop and execute an appropriate channel strategy for the local region maximizing the use of direct sourcing techniques; minimizing the reliance on third party agencies
- Identifying and managing movement of internal talent
- Recruiting for the future - improving the image of GE to be an 'Employer of Choice'
- Participate in Headcount and Strategic Workforce Planning activities to ensure GE has the appropriate information to deliver an annual strategy for delivering projected headcount numbers for the Region
- Set effective work mechanism to ensure the right Talent Recruitment resources are assigned to support the business recruitment needs
- Ensure GE recruitment suppliers are appropriately engaged with approved terms and efficient work practices
Measurements:
- Talent Recruitment Team development and turnover
- GE Opinion Survey results for TR Team
- Regional Leadership Team satisfaction with TR Team performance and feedback
- Management of recruitment cost and budget
- Productivity and efficiency of TR operation (e.g. TR ratio, span of control, layers)
- Achievement of and contribution to Global TR Metrics; including but not limited to:
- # of hires
- Cycle time
- Agency usage
- Quality of hire
- Compliance
Qualifications/Requirements:
Experience
- Extensive direct team management and leadership experience in a Recruitment role
- Previous management of significant in-house recruitment team or RPO solution and associated people responsibilities
- Proven experience in building recruitment team/function and driving process improvement and projects from inception to completion
- Deep understanding of and active involvement in recruitment practices from volume to executive hiring including proactive sourcing and talent management
- Metrics and reporting experience to track and assess performance and productivity the team
Attributes/Behaviours
- Change management skills – ability to drive change and implement process in an organization
- Communication skills – ability to manage outcomes through influencing and persuading others
- Organization skill - work under pressure and deliver multiple tasks against competing and tight deadlines
- Demonstrated leadership experience
- Excellent verbal, written, presentation and negotiation skills (must have fluent / business level English language skills)
- Advanced coaching and problem solving skills
- Ability to interpret and communicate policies related to employment and compensation practices
- Clear thinker and skilled problem solver
- Ability to manage a highly matrixed environment and dealing with ambiguity
Education and Qualifications
- Bachelor's degree in business, Human Resources or related discipline or equivalent experience
- Technical/Systems Knowledge
- Advanced knowledge of Applicant Tracking Systems (ATS) and Candidate Relationship Management (CRM) tools and their application for recruitment – e.g. Social Source, LinkedIn Talent Pipeline, Taleo, Kenexa
- Strong knowledge of social media and its application as a recruitment tool, specifically LinkedIn, Twitter, and Facebook
- Have excellent data processing and IT skills (Word, Excel, Outlook, PowerPoint)
Qualifications:
Desired Characteristics:
Desired Characteristics:
- Deep experience and knowledge of working in the region
- Experience in one or more of GE’s business sectors
- Additional language skills relevant to the region
How to Apply
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