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VP of Executive Recruitment

Company: Hotels / Resorts / Casinos / Hospitality, New York
Location: New York
Posted on: June 13, 2018

Job Description:

The Director, Talent Acquisition will lead Company’s leadership recruiting. The leader will develop strategies and leverage direct TA team resources, shared services/operations, strategic partnerships, and local operating resources to deliver recruiting excellence. S/he will be accountable for multiple functions with a focus on building and accelerating talent pipelines across all areas of the function, including but not limited to campus recruiting, professional recruiting, and to executive recruiting, ensuring that Company has a competitive advantage through the talent it attracts, develops and retains.

Essential Duties & Responsibilities:

Talent is the differentiator, and germane to Company’s continued growth. The Director, Talent Acquisition will play a critical role in leading and executing in several core areas in this talent agenda, including: Build the appropriate strategy & TA Model for the set of functions across US. Lead and develop talent acquisition Talent Partners Develop strategy and appropriate TA model. Determine right strategy for internal resources, and 3rd party partnerships for most effective results Lead all direct and indirect talent acquisition activities across the different non-sales functions across the US. Own recruiting strategy, planning and execution/delivery ensuring we attract and hire top talent according to Company’s talent needs. Ensure talent acquisition process excellence. Develop and/or leverage standard work for recruiting process excellence (plan, source, assess, select, hire) Collaborate with HR Business Partners and Talent Management teams to understand needs/gaps and develop appropriate TA strategies/plans to address talent gaps Develop vendor management strategy– which partners, where, why, etc. Develop preferred partner networks as needed. Advance key partnerships and relationships with third-party providers Improve use of recruiting technology, optimizing current systems and enhancing long term alignment with the HRMS strategy. Drive global use of ATS, reporting, and optimization. Determine and leverage usage of other recruiting technologies. Develop sourcing and talent pipelines, including employee referrals, job boards, direct sourcing, outsourced solutions, social media, etc. Leverage planning to identify gaps and focus areas for proactive sourcing. Diversity recruiting, ensuring a diverse pipeline of talent across all functions in the US Develop/leverage right set of metrics to drive TA excellence and performance University recruiting, including coordination and assessment of where and how US functions should be recruiting in the future. Collaborate with US University Relations team Education & Special Trainings: Bachelor’s degree Proven leader in the field of Talent Acquisition, with 10+ years of experience leading a team, having led talent acquisition with measurable results of success, while driving a well-integrated recruiting function known for process excellence, creativity, measurable ROI and commercial capabilities. Preferred experience as a recruiter or sourcer for 15+ years. Experience developing sourcing and talent attraction strategies. Knows how to find and attract top talent and develop the team’s capabilities to do so. Experience driving demonstrable results required Has experience influencing various stakeholders to drive change and achieve results in a dynamic, complex environment. Demonstrates success in partnering across a de-centralized company, and leading talent acquisition in a highly accountable, results-focused company, where leaders at all levels focus on demonstrating visible commitment to mission and values. Experience leveraging TA technologies (e.g. - ATS, CRM, LinkedIn Recruiter, etc.) Qualifications & Experience: Strategic Thinking and Leadership – Capable of creating and achieving a desired future state (vision) through influence on company values, individual and group goals, execution of plans, value reinforcements, and systems. Impact – Commanding attention and respect, showing an air of confidence without creating an air of superiority. Must have “executive presence” and be able to immediately establish credibility within the organization and with customers and partners. Influences decision-makers to results – uses data and analysis to inform business decisions. Knows how to drive the pace of process when recruiting, as well as appropriate decision making from inception to closing of candidates. Teamwork/Collaboration – Working effectively with both direct and indirect (those outside the formal line of authority) organizations to accomplish company goals; taking actions that respect the needs and contributions of others; contributing to and accepting the team’s decisions; subordinating personal objectives to the objectives of the company or team. Developing Talent Advisors – Developing team’s consultative skills and competencies by planning effective development activities related to current and future positions and needs. Organizational Awareness – Having and using knowledge of systems, situations, pressures, and culture within the company to identify potential organizational problems and opportunities; perceiving the impact and the implications of decisions on other components of the company as well as the impact on talent acquisition leaders, talent management leaders and hiring managers. Being able to work closely with functional support organizations to effectively achieve goals. Communication – Presenting ideas effectively both verbally and in writing. Able to motivate and inspire both direct and indirect organizations through effectively articulating the opportunities and challenges throughout the organization. Integrity – Nothing less than 100 percent ethical conduct can be acceptable. High Agility—setting an example with high work ethic and passion to excel. Flexible with changes and resilience in the journey to achieving a long-term vision. Technology Awareness – Maintaining an open mind to the possibilities created by new technology advancements. Accepting responsibility for staying abreast of technology waves and resultant business implications.

Keywords: Hotels / Resorts / Casinos / Hospitality, New York, New York, VP of Executive Recruitment, Executive, New York, New York

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