Job Description

Purpose of the role

To source, attract and hire executive level talent across the organisation.

Accountabilities

• Identify potential candidates through various channels such as job boards, social media, professional networks, and employee referrals.
• Build and maintain an executive talent pipeline to anticipate hiring needs.
• Provide hiring recommendations and assist in the negotiation of job offers.
• Manage key stakeholders, including people leaders, HR colleagues, and executive search firms.
• Monitor and report key recruitment metrics like time-to-fill, cost per hire, and source of hire.
• Identify areas for improvement and optimization in the recruitment process.
• Conduct full lifecycle recruitment including:
  • Client briefing and understanding the role.
  • Initial research to build a longlist of candidates.
  • Pre-screening longlisted candidates to build a shortlist.
  • Manage interviews and feedback loops between search firms, clients, interview panels, and candidates.
  • Ensure a best-in-class client and candidate experience.

Vice President Expectations

• To contribute or set strategy, drive requirements and make recommendations for change. Plan resources, budgets, and policies; manage and maintain policies/processes; deliver continuous improvements and escalate breaches of policies/procedures.
• If managing a team, they define jobs and responsibilities, planning for the department’s future needs and operations, counselling employees on performance and contributing to employee pay decisions/changes. They may also lead a number of specialists to influence the operations of a department, in alignment with strategic as well as tactical priorities, while balancing short and long term goals and ensuring that budgets and schedules meet corporate requirements.
• If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L – Listen and be authentic, E – Energise and inspire, A – Align across the enterprise, D – Develop others.
• OR for an individual contributor, they will be a subject matter expert within own discipline and will guide technical direction. They will lead collaborative, multi-year assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will train, guide and coach less experienced specialists and provide information affecting long term profits, organisational risks and strategic decisions.
• Advise key stakeholders, including functional leadership teams and senior management on functional and cross functional areas of impact and alignment.
• Manage and mitigate risks through assessment, in support of the control and governance agenda.
• Demonstrate leadership and accountability for managing risk and strengthening controls in relation to the work your team does.
• Demonstrate comprehensive understanding of the organisation functions to contribute to achieving the goals of the business.
• Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategies.
• Create solutions based on sophisticated analytical thought comparing and selecting complex alternatives. In-depth analysis with interpretative thinking will be required to define problems and develop innovative solutions.
• Adopt and include the outcomes of extensive research in problem solving processes.
• Seek out, build and maintain trusting relationships and partnerships with internal and external stakeholders in order to accomplish key business objectives, using influencing and negotiating skills to achieve outcomes.