Talent Acquisition Senior Director (aka. Community Building Leader)

Grant Thornton 6/9/2020 7:53:23 AM
JOB ID: 047021 Specialty:
Regional, Regional

   

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Talent Acquisition Senior Director (aka. Community Building Leader)

Role Summary

The Talent Acquisition Senior Director (aka. Community Building Leader) is a key member of the People & Culture (P&C) Leadership team and reports to the National Managing Principal (NMP) - P&C. This role is accountable for collaborating across the entire firm (i.e., all offices, service lines and industries) to facilitate and drive an effective and strategically aligned talent acquisition and on-boarding function. This includes providing direct leadership for the University, Experience Hire and Executive recruiting teams across the U.S, as well as, the firm’s approach to an integrated and effective on-boarding experience. In collaboration with the NMP – P&C and the rest of the P&C Leadership team this role will be accountable for the evolution of the entire firm’s recruiting approach, talent acquisition tools and methods, and alignment with the firm’s stated employer brand.

The Talent Acquisition Senior Director (aka. Community Building leader) will support the overarching strategy of the firm towards identifying, recruiting and on-boarding the top talent for the future of Grant Thornton.

The Community Building Director will lead the architecture of a progressive, bold, and comprehensive agenda that enables the firm’s Business Strategy. This leader should possess strong business knowledge, project and change management experience, and exhibit strong communication skills. They will understand the nuances of recruiting and on-boarding across traditional and professional channels and have strong leadership skills to efficiently and cost-effectively assure a high caliber workforce that will support Grant Thornton’s future growth objectives. The proper candidate for this role will have a business mindset with an appreciation for the revenue impact by achieving certain goals. He or she will understand the importance and balance between a client service mindset while helping to maintain business profitability.

Responsibilities

Lead a team to provide world class talent acquisition capability to the business.
Develop a recruitment and on-boarding strategy that cost effectively delivers a strong and diverse candidate pool and effectively socialize and gain buy in from leadership.
On-boarding to ensure focus on both strategic and immediately accretive hiring also facilitated through an effective on-boarding program to ensure new hires are able to hit the ground running
Drive Talent Acquisition and On-boarding strategy and planning throughout the business by building relationships that inform and influence business and HR leaders.
Analyze current talent acquisition processes in collaboration with Talent Acquisition leaders (campus, experienced, and executive) and focus on continuous improvement and standardization for efficiency Ensure that processes are designed to consult and advise hiring managers throughout the recruiting and selection processes, providing assistance and expertise that results in quality and timely hires.
Understand each business leader’s strategic business plan and need for human capital both long and short term and build consensus on delivery via a demand map and hiring plan.
Partner with Capacity and Resource Management as well as Human Resources to manage plan modifications as a result of turnover and or business demand trends. This includes developing talent acquisition forecasting models and contingency plan discussions with business leaders to mitigate business delivery shortfalls.
Provide leadership for the evolution of talent acquisition technology, recruiting approaches, hiring tools, and partnership with HR and business functions.
Evaluate, select and manage service providers, recruitment agencies and retained/contingency search firms. Assess and measure effectiveness and ensure compliance with negotiated agreements.
Direct recruiting initiatives including integration of assessment tools, employment branding, employee referral program, interview skills training, etc.
Maintain and enhance metrics to measure talent acquisition's effectiveness. Focusing on continuous improvement.
Build and maintain effective relationships with firm leadership/stakeholders
Develop and drive a consistent, best-in-class On-boarding to the firm ensuring quicker project engagement.
Stay current and informed on industry best practices including new and innovative talent acquisition strategies, systems and technologies; makes recommendations and drives continuous improvement in talent acquisition practices.
Provide input to the development and deployment of a compelling employment brand through multiple channels, including the strategic use of social media. Develop initiatives leveraging digital marketing to deliver a superior talent acquisition brand. .

Qualifications

(Characteristics, skills/abilities, academic)

The ideal candidate will be:
Demonstrated experience in developing and implementing talent acquisition strategies.
Demonstrated success at utilizing alternative and innovative sourcing methods.
Demonstrated experience in defining and implementing detailed talent acquisition processes.
Demonstrated experience collaborating with leadership to define enterprise wide talent demand and development of hiring plan.
A business-minded HR professional with 15+ years of increasing responsibilities with demonstrated ability to thrive in a culture that is collaborative, service-oriented, and consultative.
An outstanding people leader with an engaging and approachable personality. Will have significant history of coaching and mentoring staff and influencing change at all levels
Resourceful; a proven expert in prioritization and negotiation with demonstrated ability to be effective in supporting multiple business leaders working in various locations across different business units
Action-oriented; a big-picture strategic thinker capable of operating independently and able to successfully navigate within varying degrees of ambiguity in a fast-paced environment
Extremely attentive to operational excellence in order to produce highly visible deliverables
One who exhibits strong personal initiative as someone who is willing to get out roll up their sleeves and do whatever it takes to get the job done.
Proven ability to think strategically and deliver tactically.
Metric-focused with ability and history of using analytics to solve problems and develop business solutions.
A change agent who can build collaborative relationships across a matrix organization
A reputation for discretion, integrity, judgment, responsiveness, and strong attention to detail.
Proven strengths in negotiation, influencing, analysis, and problem solving.
Strong verbal and written communication and presentation skills
Thinks team; not self
Bachelor’s degree in related field
Ability to travel 15% of the time
PHR or SPHR certification and prior People & Culture/ HR consulting experience preferred
Demonstrated intermediate to advance computer skills in Microsoft Office suite including Word, Excel, PowerPoint, Visio and Outlook

BENEFITS:

Grant Thornton LLP promotes a nationally recognized culture of health and offers an extensive array of benefits to meet individual lifestyles. For a complete list of benefits, please visit www.gt.com.

Grant Thornton works with a broad range of publicly- and privately-held companies, government agencies, financial institutions, and civic and religious organizations. Core industries served include consumer and industrial products, financial services, not-for-profit, private equity, and technology. Grant Thornton focuses on serving dynamic organizations that pursue growth holistically — whether through revenue improvement, leadership, mission fulfillment or innovation. .

It is Grant Thornton’s policy to promote equal employment opportunities. All personnel decisions, including, but not limited to, recruiting, hiring, training, promotion, compensation, benefits and termination, are made without regard to race, creed, color, religion, national origin, sex, age, marital status, sexual orientation, gender identity, citizenship status, veteran status, disability or any other characteristic protected by applicable federal, state or local law.

For Los Angeles Applicants only: We will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.






Requisition ID: 047021

Regional, REG
Regional, Regional




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