The Recruiting Senior Manager is a senior management level position responsible for accomplishing results through the management of a team or department to drive the end-to-end strategy, execution and delivery of the recruitment process in coordination with the Human Resources team. The overall objective of this role is to develop, implement and provide recruiting activities in support of the business strategy.

Responsibilities:

• Manage a team of Recruiting professionals and serve as technical Subject Matter Expert (SME) for the group
• Develop detailed recruiting strategies to meet the functions’ need for talent acquisition and introduce candidates to managers in anticipation of future hiring needs
• Utilize social media to build up established network of function/business area
• Serve as a primary point of contact for senior business leaders and Human Resources (HR) partners and work with function heads and Managing Directors to fill key positions and senior level roles
• Manage sensitive and confidential matters, and utilize in-depth specialty knowledge to resolve complex issues through influence
• Engage candidates from other regions, comprehend issues relating to international relocation and expatriate process, and lead mobility efforts across regions
• Work with the Diversity team to facilitate slate process as well as promote and manage internal mobility process
• Has the ability to operate with a limited level of direct supervision.
• Can exercise independence of judgement and autonomy.
• Acts as SME to senior stakeholders and /or other team members.
• Ability to manage teams.
• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm’s reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards.

Qualifications:

• 6-10 years of relevant experience
• Previous supervisory experience
• Demonstrated core recruiting and leadership skills
• Demonstrated identification and assessment skills
• Working knowledge of compensation
• Consistently demonstrates clear and concise written and verbal communication

Education:

• Bachelor’s degree/University degree or equivalent experience
• Master’s degree preferred

Responsabilidades Principales

• Diseñar y ejecutar la estrategia de atracción de talento alineada al plan estratégico de capital humano de la Afore.
• Gestionar procesos de reclutamiento y selección para posiciones operativas y comerciales.
• Establecer alianzas con universidades, bolsas de trabajo, asociaciones profesionales y otras fuentes de talento.
• Implementar prácticas de reclutamiento basadas en datos (people analytics) para mejorar la calidad de las contrataciones.
• Desarrollar y fortalecer la marca empleadora de la Afore en el sector financiero.
• Coordinar ferias de empleo y reclutamientos focalizados a nivel RM
• Asegurar la experiencia del candidato (Candidate Experience) en todas las etapas del proceso.
• Supervisar el cumplimiento de políticas internas, normativas regulatorias (CONSAR, CNBV, etc.) y auditorías relacionadas con el proceso de contratación.
• Colaborar con áreas socias para asegurar integraciones eficientes.

Experiencia:

• Mínimo 5 años en atracción de talento, de preferencia en instituciones financieras o aseguradoras.
• Experiencia comprobada en reclutamiento masivos de perfiles ejecutivos, financieros, y comerciales.

Conocimientos Técnicos:

• Técnicas avanzadas de reclutamiento (headhunting masivo, inbound recruiting, entrevistas por competencias).
• Herramientas digitales de selección: ATS (Applicant Tracking Systems), LinkedIn Recruiter, diferentes bolsas de empleos, bolsas focalizadas
• Analítica de recursos humanos y métricas de atracción de talento.
• Legislación laboral básica y normativas regulatorias del sector.

Capacitacion para certificacion de la Afore
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Habilidades y Competencias

• Pensamiento estratégico y orientación a resultados
• Capacidad de análisis y toma de decisiones
• Excelentes habilidades de comunicación e influencia
• Liderazgo colaborativo e inclusivo
• Alta orientación al cliente interno
• Adaptabilidad al cambio y enfoque en innovación

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Job Family Group:
Human Resources
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• Manage a team of Recruiting professionals and serve as technical Subject Matter Expert (SME) for the group
• Develop detailed recruiting strategies to meet the functions’ need for talent acquisition and introduce candidates to managers in anticipation of future hiring needs
• Utilize social media to build up established network of function/business area
• Serve as a primary point of contact for senior business leaders and Human Resources (HR) partners and work with function heads and Managing Directors to fill key positions and senior level roles
• Manage sensitive and confidential matters, and utilize in-depth specialty knowledge to resolve complex issues through influence
• Engage candidates from other regions, comprehend issues relating to international relocation and expatriate process, and lead mobility efforts across regions
• Work with the Diversity team to facilitate slate process as well as promote and manage internal mobility process
• Has the ability to operate with a limited level of direct supervision.
• Can exercise independence of judgement and autonomy.
• Acts as SME to senior stakeholders and /or other team members.
• Ability to manage teams.
• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm’s reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards