Head of Internal Talent Acquisition

Head of Internal Acquisition - MAT Cover 12 month FTC

JOB PURPOSE

Reporting to the Director of Talent, the Head of Internal Talent Acquisition (HOITA) will take full accountability for leading our Talent Acquisition Business Partnering and Internal Recruitment Delivery Teams who operate nationally to deliver operational excellence across the ManpowerGroup brands.

Building strategic relationships with senior stakeholders across the business, the HOITA will continue to build the service delivery for all internal recruitment activity and lead the way in ensuring the business continues to move both the function and business forward in line with the Talent Acquisition Three Year Strategy. Key areas of focus will include the implementation of efficient processes, a compelling employer value proposition, best use of technology, data and reporting, assessment and DE&I.

The HOITA will lead the Talent Acquisition Project Manager and Talent Acquisition Business Partners to support them in translating the talent acquisition strategy into clear operational plans for each of the ManpowerGroup brands with milestones and key performance metrics to ensure operational excellence.

This is a critical role for ManpowerGroup, to ensure the business has the right talent in the right roles to achieve our organisational goals and drive our growth.

KEY RESPONSIBILITIES

With support of internal stakeholders, continue to build a future-fit internal talent acquisition function that delivers a best-in-class service to the business. Building the confidence of internal stakeholders.
Oversee and deliver regular MI reporting for Talent Acquisition to track progress against hiring forecasts and to make recommendations for future improvements
Drive strong and effective stakeholder engagement plans ensuring that the team are building consultative relationships with the relevant internal stakeholders and holding them accountable for achieving hiring targets.
Promote a high-performance culture within the function that promotes a market leading service for stakeholders and candidates. SME in market and industry trends ensuring innovative sourcing strategies and ensuring business stakeholders have a clear understanding of competitor and market changes
Manage, coach and mentor team members to foster a culture of strong service delivery. Conduct regular performance reviews and development conversations
Build and manage multiple stakeholder relationships across multiple sites and business lines, including at Board level
Ensure that all individual, team and functional SLAs are met through effective team management
Raise issues around non-compliance to process with senior stakeholders at the right time to ensure consistent application by all
Identify and enable internal talent mobility across the MPG brands through strong stakeholder relationships and liaising with our Talent Communities, HR and the Learning Team
Lead the dedicated Talent Attraction Marketing Manager to continue to develop and enhance ManpowerGroup's EVP as a company known in the market that people want to work for
Partner with the business to create new pipeline channels for under-represented talent pools, e.g. youth, disability SUCCESS MEASURES (Key Success Measures for the role - how will the employee be measured?)

Progress against the TA strategy three year strategy
Progress against internal hiring forecasts
Innovation in internal hiring practices
TA brand perception internally KEY LEADERSHIP SUCCESS MODEL FACTORS (Key 2-3 Success model factors from the LSM and what they mean for this role)

Drive Operational Excellence - Lead by example within the TA team and wider business. Continue to drive a culture of excellence within the TA team, where a first-class professional service is provided at all times. Ensure a continued equal partnering approach is driven and maintained between the business operations and ITA teams.
Inspire and Mobilise People through Change - Utilise industry knowledge and relationships to bring innovation to the MPG internal hiring approach including technology and trends. Stay ahead of the competition with new approaches and influence the business to adopt new innovations where required to ensure a positive impact on the Employer brand.
Create a culture of accountability Setting the standard in terms of what is expected for service delivery and holding colleagues to account who do not meet these expectations. Lead, coach and mentor team members to recognise their value and to drive a culture of accountability where a partnership approach is not reciprocated by other business areas.
Collaborate to Win - Build close working relationships with key stakeholders across the business including at Board Level, ensuring a cascade of communication in relation to new initiatives and approaches. Encourage the team to build face to face relationships where possible and to build a network of contacts that they can work with to continually drive improvements to internal hiring across the function and businessOur Commitment

At ManpowerGroup, we believe that by harnessing diversity of thought and experience across our company, exceptional things happen. We continually strive for a highly diverse workforce and an inclusive culture where everyone feels valued, listened to and able to discover their personal best.

Disability Confident

ManpowerGroup are a Level 3 Disability Confident Leader, for our commitment to helping those with disabilities into employment. Level 3 Leader status is an external validation of our commitment to supporting those with disabilities to obtain and retain meaningful employment.

Please click apply for immediate consideration