Senior Talent Acquisition Manager - Corporate & Institutional Banking

Standard Chartered Bank
03 Aug 2017
15 Aug 2017
Contract Type
Standard Chartered is a leading international banking group operating for over 150 years in Asia, Africa and the Middle East. We've built a successful and sustainable business by playing a fundamental role in economies, helping people and businesses grow and achieve their aspirations. With over 89,000 employees representing 127 nationalities, we value the diversity and unique perspectives amongst our people. We are committed to developing their strengths and enabling them to make a difference to our success by helping them fulfil their potential.

Job Details

12 month Fixed Term Contract Grade 5 Location: London (local terms only) Responsible for developing appropriate talent acquisition strategies and managing the end-to-end talent acquisition process to deliver agreed targets for roles within assigned business areas, ensuring that the right candidates are recruited, at the right time, at the right price. Partnering with the business, the role holder will provide both consultative and transactional talent acquisition support to deliver a comprehensive and value added service, covering the all employed worker (internal and external) local and cross border hires and transfers, ensuring all talent acquisition activity is aligned to and effectively communicates the employer brand. Accountable for grade 5 hires within country / business areas under remit.

Key Roles and Responsibilities

Targets, Budgets & Governance * Guide the business on talent acquisition planning * Agree and deliver direct sourcing and cost saving targets * Deliver the budgeted resource plans for roles within assigned business areas * Ensure compliance with relevant operational and people risk controls, and employment legislation * Escalate any issues and risks, as appropriate so that they can be appropriately tracked and managed * Provide extensive support to the Regional / Country / Head, Talent Acquisition on TA governance matters Needs Definition * Translate business objectives into talent acquisition plans and strategies, closely aligning them to the broader talent acquisition and talent development agenda * Conduct structured business needs discussions with hiring managers before candidate search commences, identifying the key role and candidate requirements, and agreeing the sourcing and selection strategy, SLA and respective roles and accountabilities, updating the JR accordingly * Agree administration needs with Talent Acquisition Coordinators * Provide a full consultative service to line managers with regards to the recruitment industry and market trends Sourcing * Design and deliver innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases * Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including: * Develop multi-hire sourcing approaches and work in partnership with colleagues across the network to tap in to overseas sourcing channels and co-ordinate global campaigns Selection * Short listing CVs against the JR requirements, actively reviewing and challenging the diversity of talent pools * Efficient end to end applicant management for each JR i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with Talent Acquisition Coordinator regarding interview and assessment arrangements, briefing and preparing candidates for interview (directly or via agencies) * Conduct preliminary assessments, as required, assessing candidates' talents, fit and readiness, setting realistic role expectations * Advise hiring managers on which candidates to progress to the next stage, ensuring the right decisions are made, challenging the business' recommendations as required * Manage any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained * Co-ordinate timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates. Responsible for updating interview notes in PeopleSoft and ensuring timely and appropriate completion of the same by co-interviewers Hiring * Ensure all required approvals are obtained before offers are made (e.g. high remuneration recruits process) * For international moves: work with relevant stakeholders to determine the applicable international move policy type; initiate cost estimate generation and obtain hiring manager approval; prepare the business case for the international move and ensure completion of all move approval requirements (including supporting the business in setting appropriate move objectives and end of assignment plans). Attend new hire assignee briefing calls * Support the IM Operations team in managing exceptions requests for international moves, as required * Negotiate offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with Reward, IM and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies * Liaise with Talent Acquisition Coordinator to ensure accurate and timely contract issuance following verbal offer. Liaise with IM Operations to ensure timely assignment letter development / issuance and initiation of relocation services * Manage work permit applications and extensions for new hires and in-country transfers, where required. * Improve candidate conversion rates (first offer made to acceptance ratio) through effectively Employer brand and Employer Value Proposition * Ensure the employer brand is fully leveraged, and embedded in talent acquisition touch points (including candidate and vendor interactions), ensuring full understanding and alignment by Hiring Managers and HRRMs to deliver consistency of message and optimal candidate experience * Deliver full compliance to employer brand governance process Relationship Management * Collaboration with colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required * Deliver a high degree of sponsorship, engagement and buy-in/understanding between the business and Talent Acquisition, increasing awareness of Talent Acquisition's total service offering and hiring managers' responsibilities, ensuring that credibility is earned quickly and the role holder is sought out for advice and engaged at the outset of all recruitment, optimizing frontline delivery. * Work collaboratively and share knowledge with Talent Acquisition professionals in other countries Additional Job Information * Build and demonstrate technical and market knowledge of the particular business unit(s) serviced. The working environment demands an ability to work in a fast paced, changing, international, matrix environment, while providing a quality client service. Some international travel may be required.

Qualifications and Skills

Essential * In-depth experience and a successful track record in Talent Acquisition: commercial experience (in-house or search firm) of retained search and selection, or contingency and multi channel recruitment, with a successful track record in management level job filling within a complex recruitment model / environment * Experience in recruiting for front office roles (Corporate & Institutional Banking) * Able to deal with high recruitment volumes as well as more specialist vacancies, managing multiple vacancies at any time across a variety of disciplines * Understanding and experience of developing sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget. * Strong consulting skills and experience in translating business objectives into Talent Acquisition solutions / requirements through diagnostics and needs analysis (e.g. probing to identify underlying needs, effective questioning to provoke broader thinking about resource requirements, capability gaps etc) * Gravitas to deal with senior hiring managers and junior to middle management level candidates * Ability to deal assertively with conflict, and remain positive when under pressure * Experience managing recruitment governance and operational risk initiatives related to temporary and permanent hiring * Innovative, pragmatic, commercial, and customer-focused approach * Capacity to think creatively and laterally * Excellent reasoning skills and the ability to screen and interview applicants while making sound judgments on suitability for the role / organization * Track record of working in a very organized way, multi-tasking, prioritising, managing data, and setting and achieving deadlines (both short and long term) * Experience of analysing recruitment management information and using this to identify and initiate improvements * People management experience Desirable * Proven track record as an effective leader of a small sized team, coaching, managing and engaging the team to deliver high performance * Experience managing front-office recruitment processes and the knowledge of the associated regulatory requirements eg Banking Reform Act - Individual Accountability * Knowledge of HR databases (e.g. PeopleSoft, Avature) * In-depth experience of in house recruitment at a strategic level * Experience in an international professional services / banking environment * Proven experience in working in a complex matrix, with a broad base of cultures..... click apply for full job details