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Talent Acquisition Manager - Western Europe

Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission.

 

As the Leader for multiple countries for the Western Europe area of business, the Talent Acquisition Manager will lead a multi-country team and be responsible for the talent acquisition operational strategy for this area of business. 

Responsibilities

  • Stakeholder/Client Engagement - You understand what's important to the business and hiring managers (e.g., time to hire, location, budget), as well as long-term business requirements. You use that knowledge to lead the development of staffing processes and strategies and guide the development of end-to-end hiring plans for a business group, division, region or subsidiary.
  • Data Analysis & Hiring Plans - You review and analyze relevant data and trends (including assessment of talent/diversity gaps) to provide insights. You lead the implementation of a hiring plan for a complex organization, area or talent pool that addresses short-term and long-term talent supply (availability) and demand needs (12 months).
  • Candidate Attraction - You know what makes a Microsoft opportunity different from that of our competitors, and you generate excitement and interest in a career at Microsoft by telling our story and sharing the unique possibilities, rewards and competitive advantage Microsoft offers. You also coach your clients within the business to represent and share the Microsoft story.
  • Candidate Experience - You own the candidate experience, developing hiring plans to meet candidate needs throughout the hiring lifecycle (often for critical, complex, high level or high volume candidate searches) and ensuring that candidates are prepared for each phase of the process. You gather requirements and proactively identify factors that may adversely impact the candidate and partner with business leaders to develop mitigation strategies.
  • Talent Sourcing - You create and implement innovative sourcing strategies for a division, set of countries, or subsidiaries, integrating multiple concepts (e.g., community building, business intelligence) and taking into account talent/diversity gaps. You leverage long-term relationships with talent pools and communities across the industry to identify candidates.
  • Candidate Assessment & Screening - You manage the candidate assessment and screening framework; you identify, adopt, and evangelize best practices that ensure effective screening processes and a qualified talent pool. You identify opportunities for improvement and lead the creation of assessment materials.
  • Operational Compliance & Excellence - You lead the optimization of staffing policies, systems, and processes throughout your organization.
  • People Management - You help employees identify growth opportunities, develop skills and build development plans. You drive the execution of projects. You establish and communicate performance expectations, identify and address gaps and monitor performance to ensure plans are met.

Qualifications

Knowledge, Skills and Abilities

  • Business Acumen - The ability to understand the parts of the business and their interrelationships. This includes skill in understanding the industry, competition, and expected future developments and challenges, the business's competitive strengths and weaknesses, opportunities to grow the business and reduce operating costs; and awareness of the environment for opportunities.
  • Change Management - The ability to define and implement procedures and/or technologies to deal with changes in the environment. This may include adapting to change, controlling change, and/or affecting change.
  • Consulting - The skill to influence others, develop and maintain working relationships, and deliver results and/or expertise for a client in a professional manner.
  • Data Analysis - The ability to systematically gather information from a variety of sources, analyze information, identify implications of data, draw conclusions, generate alternatives and solutions, and evaluate the consequences of choosing each alternative using quality metrics and data. This includes the ability to convert general data and findings into applied, specific information and suggestions that add value to business planning and strategies.
  • HRIS Systems - Knowledge of the functionality and components of a HRIS system from a user or first level support standpoint. This includes software-based systems that manage all or a part of the human resources function of an organization (e.g., employment demographics, benefits/compensation management, training, payroll and reporting).
  • Human Resources Business Processes - Knowledge of Human Resources activities and business operations from beginning to end, including interactions with other business processes and functions.
  • Human Resources Policies and Procedures - Knowledge of and ability to adhere to and update Human Resources policies, procedures, and practices.
  • Human Resources Programs - Knowledge of the development and implementation process of a Human Resources program. This may include the ability to plan, design, implement, and/or ensure compliance for Human Resources programs used throughout the company.
  • Legal And Regulatory Requirements - Knowledge of the rules, regulations, sanctions and other statutory requirements, guidelines, and instructions relating to governing bodies and organizations, both internally and externally.
  • Vendor/Supplier Management - Knowledge of the process through which products and services are purchased for use by the corporation and the ability to identify, select, and manage vendors and suppliers who provide products and services to the company. This includes knowledge of the development of RFI's and RFP's and the ability to incorporate necessary technical requirements into contracts.
  • Human Resources Industry - Knowledge of human resources (HR) industry terminology, technology, research, and practice. This includes knowledge of HR operating environments, issues, trends, and federal, state, and local laws and regulations, and any applicable software.
  • Benefits Knowledge - Knowledge of the major benefits areas, including medical, pharmacy, dental, life, disability, employee assistance program paid time off, retirement. This includes knowledge of industry trends, plan terms and legal language, and best practices.
  • Candidate Testing - The ability to select, test, administer and evaluate tests to determine a candidate’s ability in a given field. This includes knowledge of valid techniques used to assess candidates/employees, issues surrounding assessment practices, and vendor test offerings.
  • Compensation Trends - The ability to stay abreast of compensation trends in the marketplace including competitor practices as well as the ability to analyze compensation and job data that exhibits an ongoing pattern. This includes the ability to forecast future compensation issues and demands.
  • Competitive Analysis - The ability to identify competitors and evaluate of their respective strengths and weaknesses in terms of products, services, marketing and other areas. This includes an ability to gather intelligence and interpret it for the purposes of business decisions.
  • Diversity - The ability to establish and promote diversity and inclusion in multiple aspects, including the ability to identify high-performing and diverse talent, acknowledge/provide accelerated development opportunities and available resources, create and maintain an environment of objectivity, open communication, and respect. This may also include the ability to implement and support strategies and initiatives that build high-performing, diverse and inclusive teams, and support formal diversity goal requirements.
  • Employee Interviewing - The ability to converse with people to gather information for purposes of recruitment, customer requirements, business needs, and other subjects.
  • Onboarding - Knowledge of Onboarding, the process of acquiring, accommodating, assimilating and accelerating new users into a system, culture or methodology.
  • Recruiting Management - Knowledge of and the ability to manage various aspects of recruitment and recruiting processes in an organization, including strategic development and delegation of resources.
  • Recruitment - The ability to effectively recruit qualified candidates for position openings. This includes using new and creative recruiting methods, sources, advertising and events to ensure qualified and diverse candidate pools. This includes knowledge of regulatory laws that affect recruitment.
  • Recruitment Compensation Analysis - The ability to review compensation quantitative and conceptual problems and situations, analyze data and information, and form valid conclusions for the purposes of recruitment and compensation.
  • Recruitment Industry Knowledge - Knowledge of the recruitment industry, including organizations, key contacts, strategies, and offerings.
  • Recruitment Negotiating - The ability to achieve mutually satisfying agreements in negotiations with others by listening to their objectives, acting as the company's representative to effectively communicate the company's objective, and seeking common ground and collaborative solutions in the realm of recruitment (e.g., closing, compensation negotiations, vendor negotiations).
  • Staffing Needs Analysis - Knowledge of Staffing Needs Analysis, the systematic estimation of the actions taken to provide the required workforce in an organization.
  • Talent Pipeline Development - Knowledge of Talent Pipelines, a proactive talent supply strategy involving the creation of a continuous stream of highly qualified candidates in anticipation of filling critical and recurrent positions.
  • Employee Selection Systems - Knowledge of the processes for evaluating candidates using interviews, assessments, or other selection tools and selecting an individual for employment based on certain criteria.
  • Systems Thinking - The ability to analyze and recognize how a system's parts interrelate and how sub-systems work over time within the context of larger systems. This includes the ability to view systems with a broad perspective and identify overall structures, patterns, and cycles.
  • Sourcing/Search tools - Knowledge of and ability to use sourcing and search tools (e.g., LinkedIn, Boolean search strings, Connectifier, Job Posting websites) to find and acquire talent.
  • Many years of experience in talent acquisition (e.g. recruiting, sourcing), HR experience, or industry experience related to role and within the context of mature markets. Specific experience of aligning an effective TA strategy to business needs.
  • Several years of formal or informal leadership/managerial experience and demonstrable experience of growing a diverse team of learn-it-alls.

Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. 

 

Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.


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