Job Purpose

• Lead analysis of business needs and labor market developments; oversee development and execution of recruitment and talent acquisition policies and practices.

Responsibilities

• Functional Strategy Formation
• Lead the development and implementation of strategy for an important area of responsibility within a function, anticipating complex issues, challenges, and opportunities, and ensuring integration with wider functional strategy.
• Recruitment
• Hold overall responsibility for the design, development, and implementation of the organisation’s recruiting strategy. Implement strategies to promote company’s reputation as “best place to work.
• Candidate Pipeline
• Develop and maintain a national senior executive candidate pipeline through personal networking, research, and a variety of talent attraction and engagement methods, processes, and tools. Identify the capabilities needed to meet the current and emerging business needs of a significant business area. Identify gaps and source suitable candidates to fulfill business requirements.
• Policy Development & Implementation
• Develop functional or operational policies and help develop policy frameworks for area of responsibility or department. Take responsibility for creating underlying procedures and monitoring their implementation.
• Future Talent Recruitment
• Lead the creation of multichannel future talent recruitment campaigns to attract large numbers of high-quality candidates; clarify the campaign’s objectives; propose and obtain agreement on a financial budget; identify and appoint the campaign team.
• Information and Business Advice
• Provide authoritative specialist advice to the leadership team of a nationally based organisation or subsidiary to guide the implementation of policy and the design and implementation of projects and change initiatives.
• Individual Candidate Assessment
• Assess candidates for executive roles using a range of interview, assessment center, and psychometric-based test methods; interpret assessment data and provide insightful feedback into the resourcing process.
• Internal and External Stakeholder Engagement
• Identify and manage stakeholders up to C-suite level, finding out their needs/issues/concerns and reacting to these by leading and coordinating the development of stakeholder engagement plans to support the communication of business information and decisions. Build effective relationships with external partners and suppliers.
• Leadership and Direction
• Communicate the function’s strategy and its relationship to the organisation’s mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organisation’s business goals.
• Performance Management
• Manage and report on the performance of the function / business area; set appropriate performance objectives for direct reports and hold them accountable for achieving these; take appropriate corrective action where necessary to ensure the achievement of annual business objectives.
• Budgeting and Costing
• Manage budget plans for a department. Could involve development and delivery.

Education

• HR / equivalent qualification/Degree (Essential); Post Graduate qualification in related field (Advantageous)

Experience

• 8-10 years substantial similar work experience together with comprehensive job related experience in own area of expertise to fully competent level (Essential); Proven track record of managing and implementing change within an organisation (Essential); Experience in Insurance or other Financial Services environment (Advantageous); 3-5 years Senior Leadership experience (Essential)