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Executive Director

3 weeks ago

Singapore NCR Atleos Full time

About NCR Atleos

NCR Atleos, headquartered in Atlanta, is a leader in expanding financial access. Our dedicated 20,000 employees optimize the branch, improve operational efficiency and maximize self-service availability for financial institutions and retailers across the globe.

**Job Description**:
The Executive Director, Talent Acquisition is a critical leadership role responsible for building and driving world-class talent acquisition strategies and practices for our global organization. This is a highly impactful role that will work with key stakeholders and resources across the organization, providing talent acquisition solutions to internal client groups. The key objective of this role is to utilize data and insights to drive process improvements across the end-to-end hiring process and to develop and implement an innovative strategy and programs to attract, engage and recruit diverse talent.

Primary responsibilities are outlined below:
Leadership: People oriented leader who will lead, manage, and develop a global team of Talent Acquisition professionals. Represent the TA team in various human resources and business meetings and leverage data to gain and share insights.

Communication: Prepare communications and presentations that are used to facilitate regular updates covering TA delivery metrics, and key programs and project updates for the HR leadership teams and business.

Analytical Thinking: Drive continuous, data-driven improvement of Talent Acquisition strategy and processes. In partnership with HR Analytics team, develop TA metrics that help assess, analyze, and understand the talent pipeline, conversion, areas of recruiting strength, and areas of development. Track and monitor various hiring metrics across the organization in partnership with the broader Global Talent Acquisition, and Workforce Planning and Analytics teams.

Relationships: Develop strong relationships with Executive Leadership team, TA and HR Partners to understand the workforce plans and to build effective talent pipelines.

Best Practices: Manage diverse inclusive & equitable recruiting practices and policies and continue to refine the recruiting process to mitigate or remove sources of bias.

Workforce Planning: Partner with members of the organization’s business units and TA Business Partners to manage Workforce Planning, and Technology Planning and Business Operations teams to manage, track, and provide recommendations on workforce plans, location/footprint strategy, relocation and immigration programs and budget

Diversity Strategy: Work in collaboration with the TA Leadership team to refresh the global recruitment diversity strategy and ensure seamless execution with measurable results. Partner with the communications team to ensure we use inclusive language and promote our diversity hiring practices in all hiring materials (including job descriptions, external channels, etc.)

Process Optimization: Help improve the internal talent process. Drive innovative practices for Executive Recruiting and University Programs.

Thought Leadership: Act as a thought leader with business leaders and stakeholders on market/hiring trends, while driving a high-touch and proactive approach to recruiting engagement

Training: Organize, design, and deliver training for TA team members and hiring partners to drive execution of hiring practices and building interviewing and assessment capability across the organization.

Budgeting: Creating funding and budgeting responsibilities along with workforce resource planning.

BASIC REQUIREMENTS & EXPERIENCE:
Bachelor’s Degree in Business, Human Resources or related field preferred

10+ years of work experience in talent acquisition

Proven record of defining data-based solutions to meet critical hiring needs and proactively identifying potential gaps and alternatives

Experience with defining program requirements and using data and metrics to determine improvements in the talent identification process

Comprehensive understanding of the recruitment life cycle with expertise in both passive and active sourcing

Experience with recruiting tools and platforms, (e.g. ATS, CRM, research and sourcing tools)

Strong executive presence and leadership capabilities

DESIRED PERSONAL ATTRIBUTES & BEHAVIORS:
Innovation
- Stay informed about industry trends, open to change and consistently seeks new ways to enhance employee satisfaction, productivity, and the organization’s overall success

Accountability - Fosters a positive work environment and ensures that HR practices contribute to the organization's success. Drives continuous improvement, timely responsiveness, and transparent communication within our function and throughout the organization

Agility - Demonstrates and values open communication, flexibility, and rapid adaptation. Anticipates and meets the ever-evolving demands of the workforce and the organization with real-time solutions

Collaboration
- Constant and open collaboration with all