Responsibility: 1) Recruitment a. Accountable for Speed (TTOA,TTOM etc), cost (Cost per hire) and experience through the recruitment cycle (HMSAT,CSAT) b. Driving demand planning discussions and forecast demand within 20% accuracy c. Continuously improving Sourcing strategy with sourcing channel innovation d. Attending local talent reviews and appointment forums for the function/s (if requested by HRBP) and proactively partner the resourcing needs and strategies of the function e. Developing sourcing methods to find the best drivers of talent f. Utilizing digital sourcing tools to develop pipelines of internal and external talent against functional and CCBT talent strategies g. Collect candidate / process feedback and input into system to further generate insights and reports h. Owning proactive talent relationship management. Inspiring passive talent about Unilever and delivering an exceptional experience throughout the engagement piece i. Organising, managing and continuously improving proactive talent events (clearing house) j. Add the selected candidates into the pipeline database and engage with a proactive plan basis local needs k. Conducting talent mapping as required for the function/s l. Providing external functional insights to the business m. Leading local functional specific projects (e.g. diversity.) n. Holding advisory meetings with Line Manager and HRBP to triage resourcing needs where there is no internal succession plan. Consulting on most effective talent solutions across early careers, mid careers and contingent. o. Translating and adhere to the Employer brand global strategy p. Utilising digital screening tools to create shortlists of the best talent against demands q. Conducting recruitment drives and anchoring selection process by coordinating between HM & candidates r. Negotiating and manage verbal offers with candidates after receiving HRBPs inputs s. Continuously meet with hiring managers to understand the candidate feedback and discuss any change in strategy t. For insourced countries – End 2 end recruitment administrative support
2) On-boarding a. OTIF completion of pre on-boarding activities to deliver candidate experience b. Provide input to Data Specialists for new hire set up in Workday and on-boarding c. Managing the on-boarding process for candidates – from selection to offer acceptance. Handover to People Experience Lead post offer acceptance.
• Superior interpersonal and communication skills • Solid customer service and relationship management skills • Experience in recruitment is required • Ability to anticipate needs and solve problems proactively • Strong multi-tasking skills with a comfort in maintaining multiple, often conflicting, priorities, and deadlines • Demonstrated ability to work independently as well as in a collaborative team environment • Meet local education requirements in related field • Minimum 1 year of relevant recruitment experience • Proficient in MS Office 365 (Excel, PowerPoint, Access, OneDrive, Outlook, SharePoint etc.)