Talent Acquisition & Retention Manager (18-month Contract)

at  GardaWorld

The Talent Acquisition and Retention Manager is responsible for overseeing talent acquisition, determining staffing needs, develop recruitment strategies and leading employer branding initiatives. They would be required to collaborate with various departments to ensure that the workforce pipelines align with operational requirements. In addition, they would be responsible to identify high performing employees and develop retention strategies, in partnership with executive management.

Key Responsibilities:

• Recruitment Strategy and Execution:
• Develop and implement comprehensive talent acquisition strategies aligned with organizational goals and workforce planning.
• Lead the recruitment team in sourcing, attracting, and selecting qualified candidates for various positions.
• Collaborate with hiring managers to understand staffing needs, create job descriptions, and develop effective recruitment strategies.
• Utilize various recruitment channels, such as job boards, social media, networking, and industry-specific resources, to attract a diverse pool of candidates.
• Conduct candidate screening, interviews, and assessments to identify the best-fit candidates for each role.
• Coordinate and participate in the selection process, including reference checks, background verifications, and employment contract negotiations.
• Ensure a positive and efficient onboarding process for new hires, providing necessary support and resources.
• Employer Branding and Employee Value Proposition:
• Develop and promote the organization’s employer brand to attract top talent and enhance its reputation as an employer of choice.
• Collaborate with marketing and communications teams to create compelling employer brand messaging across various platforms.
• Conduct research and stay updated on market trends and best practices in employer branding and talent acquisition strategies.
• Develop and maintain relationships with universities, professional organizations, and other external partners to build a talent pipeline.
• Employee Retention and Engagement:
• Design and implement initiatives and programs to enhance employee engagement and retention.
• Conduct employee satisfaction surveys and analyze feedback to identify areas for improvement.
• Develop and execute retention strategies, including career development plans, mentorship programs, and recognition initiatives.
• Provide guidance and support to managers in conducting effective performance evaluations and career discussions with employees.
• Collaborate with HR and management teams to identify and address employee concerns and develop appropriate retention strategies.
• Recruitment Metrics and Reporting:
• Develop and monitor recruitment metrics and key performance indicators (KPIs) to assess the effectiveness of talent acquisition strategies.
• Prepare regular reports on recruitment activities, including time-to-fill, cost-per-hire, source effectiveness, and diversity metrics.
• Analyze data and trends to identify areas for improvement and implement action plans.
• Compliance and Best Practices:
• Ensure compliance with applicable employment laws, regulations, and industry best practices throughout the recruitment and onboarding process.
• Stay updated on emerging trends, technologies, and best practices in talent acquisition, employer branding, and employee retention.
• Implement and maintain effective recruitment processes, procedures, and documentation to ensure consistency and efficiency.
• Team Leadership and Development:
• Provide leadership, guidance, and support to the recruitment team, fostering a positive and collaborative work environment.
• Set clear goals and performance expectations for team members, conducting regular performance evaluations and providing ongoing feedback and coaching.
• Identify training and development needs for the team and coordinate appropriate learning initiatives.
• Promote a culture of continuous improvement, innovation, and knowledge sharing within the team.

SKILLS AND EXPERIENCE:

• Post Secondary diploma or degree, in Human Resources or Business or equivalent work experience.
• A minimum of 5-7 years of experience in a mass recruitment role, while managing a team of recruiters
• Demonstrated ability to develop and implement action plans that achieve objectives.
• Experience and track record leading, motivating, and coaching people.
• Strong commitment to teamwork.
• Ability to work under pressure and handle stressful situations.
• Requires limited to moderate direction to complete more complex tasks; completes routine tasks with little or no supervision.

• Recruitment Strategy and Execution:
• Develop and implement comprehensive talent acquisition strategies aligned with organizational goals and workforce planning.
• Lead the recruitment team in sourcing, attracting, and selecting qualified candidates for various positions.
• Collaborate with hiring managers to understand staffing needs, create job descriptions, and develop effective recruitment strategies.
• Utilize various recruitment channels, such as job boards, social media, networking, and industry-specific resources, to attract a diverse pool of candidates.
• Conduct candidate screening, interviews, and assessments to identify the best-fit candidates for each role.
• Coordinate and participate in the selection process, including reference checks, background verifications, and employment contract negotiations.
• Ensure a positive and efficient onboarding process for new hires, providing necessary support and resources.
• Employer Branding and Employee Value Proposition:
• Develop and promote the organization’s employer brand to attract top talent and enhance its reputation as an employer of choice.
• Collaborate with marketing and communications teams to create compelling employer brand messaging across various platforms.
• Conduct research and stay updated on market trends and best practices in employer branding and talent acquisition strategies.
• Develop and maintain relationships with universities, professional organizations, and other external partners to build a talent pipeline.
• Employee Retention and Engagement:
• Design and implement initiatives and programs to enhance employee engagement and retention.
• Conduct employee satisfaction surveys and analyze feedback to identify areas for improvement.
• Develop and execute retention strategies, including career development plans, mentorship programs, and recognition initiatives.
• Provide guidance and support to managers in conducting effective performance evaluations and career discussions with employees.
• Collaborate with HR and management teams to identify and address employee concerns and develop appropriate retention strategies.
• Recruitment Metrics and Reporting:
• Develop and monitor recruitment metrics and key performance indicators (KPIs) to assess the effectiveness of talent acquisition strategies.
• Prepare regular reports on recruitment activities, including time-to-fill, cost-per-hire, source effectiveness, and diversity metrics.
• Analyze data and trends to identify areas for improvement and implement action plans.
• Compliance and Best Practices:
• Ensure compliance with applicable employment laws, regulations, and industry best practices throughout the recruitment and onboarding process.
• Stay updated on emerging trends, technologies, and best practices in talent acquisition, employer branding, and employee retention.
• Implement and maintain effective recruitment processes, procedures, and documentation to ensure consistency and efficiency.
• Team Leadership and Development:
• Provide leadership, guidance, and support to the recruitment team, fostering a positive and collaborative work environment.
• Set clear goals and performance expectations for team members, conducting regular performance evaluations and providing ongoing feedback and coaching.
• Identify training and development needs for the team and coordinate appropriate learning initiatives.
• Promote a culture of continuous improvement, innovation, and knowledge sharing within the team