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
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
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’
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
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)
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
Additional Eligibility Qualifications: 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
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