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Santiago de Querétaro

    Talent Acquisition Partner - Santiago de Querétaro, México - Kerry

    Kerry
    Kerry Santiago de Querétaro, México

    hace 2 semanas

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    De jornada completa
    Descripción

    We have an exciting opportunity to join Kerry as a Talent Aquisition Partner supporting the North America region. This role can be remote within Latin America or hybrid to our location in Queretaro, MX. As a member of our NAMER Talent Acquisition team your will build relationships with candidates and partner with our business leaders, working to understand the dynamic hiring needs of each of your assigned business functions. Your role is to engage, identify and hire the most qualified candidates to support our ever-growing business needs. You will manage a full slate of requisitions, actively recruiting for full-time employees at all levels (including passive sourcing), from entry level to experienced, as well as support the internal movement process between roles. If you are passionate about identifying and attracting talent, we would like to talk to you

    Key responsibilities

    Strategic Stakeholder Management:


    • Serve as a strategic talent acquisition business advisor to the hiring leaders and business unit/s assigned.


    • Knowledgeable and able to present market intelligence to the hiring leaders.


    • Proactively understand business challenges impacting talent acquisition and communicate as appropriate to client.


    • Identify, manage and proactively resolve conflicts related to client relationship and assist team members to do the same.


    • Act as point of contact for day-to-day recruitment processes and functions.

    Finding Candidates:


    • Lead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements.


    • Review of candidates who have applied via the Applicant Tracking System (ATS).


    • Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process.


    • Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements.


    • Source candidates via CV/resume databases, search engine and networking sites using Boolean search language.


    • Solicit and pursue referrals from business networks and/or internal referrals

    Engaging Candidates:


    • Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.).


    • Articulate value proposition to candidates who are interested in the job opportunity.


    • Ensure candidates are provided with timely updates concerning the status of their applications and interviews.

    Assessing Candidates:


    • Use independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions.


    • Keep candidates engaged the throughout process, ensuring consistent communication on the status of the search.


    • Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations.


    • Articulate a job offer to the candidate and drive for candidate acceptance, anticipating and negotiating counteroffers as appropriate.

    Service Excellence:


    • Strict adherence to all regulations (OFCCP, GDPR and other international data privacy legislation) and all other compliance standards set forth).


    • Work to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times.


    • Provide accurate and regular reporting of recruiting activities to the hiring leader and Kerry leadership to depict both metrics and efforts.


    • Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders.


    • Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward.

    Qualifications and skills

    Education:

  • Bachelor's degree required. Preference in business management, human resources or a related field.

    • Experience:

  • 5+ years of recruiting experience within/across the region they will support, with demonstrated successes in a corporate, RPO or agency setting
  • 4+ years of experience of professional search, recruitment or other relevant talent acquisition work: Demonstrable experience within the region the TA Specialist will support is essential (USA)
  • Ability to clearly and effectively communicate in English is essential.

    • Functional/Technical Knowledge, Skills and Abilities Required:


    • Strong research skills, both internet and telephone based, including but not limited to LinkedIn, Boolean search, X-ray search techniques, filetype searches and image searches


    • Experience using recruitment technologies such as Applicant Tracking Systems (ATS) and social media tools.


    • Proficient in Microsoft Office, including Outlook, Word, Excel and PowerPoint.


    • Knowledge of common Human Resources principles, practices and metrics related to talent acquisition.

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