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Manager, Talent Strategy - Strategic Talent Acquisition

Corporate Enablement | Human Capital | Grade 2
Competencies
Hover on any of the competencies below to view a detailed description.
Core Competencies
Proficiency Levelsicon
Intrapreneurship
Leading
Critical Thinking and Data-Driven Decision Making
Leading
Facilitates Collaboration and Influence
Leading
Learning Agility
Leading
Digital Savviness
Leading
Results-Driven Outcomes
Leading
Public Service Excellence
Leading
Leading Change
Leading
Technical Competencies
Proficiency Levelsicon
Strategic Advisory
Advanced
Process Design and Optimization
Advanced
Strategic Workforce Planning
Advanced
People Analytics
Advanced
Talent Experience Management
Advanced
Potential Movements
Corporate Enablement
Human Capital
2
Manager
Talent Strategy - Strategic Talent Acquisition
(Current Role)
Lateral Arrow
18 Lateral Movements
Key Accountabilities
  • Drive talent sourcing and attraction strategies and journey mapping for various talent personas to bring in capabilities needed to support the long-term objectives of ADEO
  • Liaise with Talent Advisory and manage the strategic workforce planning for ADEO
  • Design the approach and methodology for talent resourcing through competitive intelligence research to anticipate and mitigate future demand and supply challenges
  • Develop employer branding and candidate experience strategies to provide differentiated value propositions and attract high performing talent
  • Establish robust and data-driven selection processes to substantiate selections, employee movements and internal transfers to senior leadership
  • Formulate seamless and technology-driven candidate journeys across preboarding, onboarding and offboarding processes for diverse talent personas to optimize talent experiences
  • Coach managers to enhance engagement with new joiners across the recruitment and preboarding and onboarding lifecycle to drive an experience aligned to ADEO’s culture and aspirations and accelerate time to productivity
Preferred Experience And Exposure
  • Hands-on experience with full-cycle recruiting from outreach, attracting, sourcing, evaluating and onboarding
  • Experience partnering with senior stakeholders to understand their needs and translate them into talent sourcing strategies
  • Strong knowledge of employment and labor laws and practices
  • Experience working with diverse talent groups
  • Exposure to leading a mature Talent Acquisition function is an advantage
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