Head of Talent Acquisition at Poa Internet

Overall Responsibility

Design talent acquisition processes and strategies that will ensure positions are filled with high-quality talent in a timely manner and effectively scale up the talent acquisition activities. Build strong partnerships with hiring managers, ensure excellent candidate experience, and exceed business needs

Financial

• Employee Engagement, Time to hire, Applicants per hire, Cost per hire

People

• Currently none. With time, the role will have resources under them.

Key SMART Results for A-Player

• Elevate candidate experience by initially base-lining existing state, developing and implementing process improvements to ensure Poa attracts and retains A-player talent - Q1 2023
• Establish a talent pipeline for all critical roles in Poa with at least 3 people in our networks to ensure business continuity and reduce time to hire - Q1 2023
• Enhance our hiring process to create a recruitment machine that builds brand recognition, reduces time to hire, and improves candidate experience - Q4 2022
• Launch Poa EVP into the hiring process, building top-of-mind brand recognition for A-player candidates and make Poa the Employer of Choice - Q2 2023
• Defined transition process including timing from candidate to employee including Employee onboarding, and employee engagement during transition process - Q4 2022
• Increased internal mobility rate by building an internal talent marketplace (in conjunction with the L&D team) to identify and upskill for future growth opportunities - Q2 2023
• Build a talent pipeline for all high turnover roles in Poa to reduce our time to hire by having an adequate pool of candidates available to meet growth and attrition targets - Q1 2023
• Have all hiring partners in place and contracted so we can resource the growth - Q4 2022
• Have all the hiring completed in time to hit plan for all departments - Quarterly
• Have all growth metrics agreed with all departments and all their hiring plans locked down with scorecards for all roles and timelines that fit the hiring plan - Q4 2022

Level of Management Experience Required (Mandatory & Nice to Have)

• Demonstrated experience in complete life cycle recruiting from entry-level to senior management: sourcing, evaluating, and closing candidates.
• Experience managing relationships with external recruiters / Systematization 

Key Competencies Criticality (H, M, L)

• Relationship-building acumen making you a natural partner with hiring managers - H
• Ability to build, maintain, and grow immediate and long-term pipelines - M
• Exceptional written & verbal communication and presentation skills - M
• Good understanding of key HR principles and talent acquisition best practices including CV screening, candidate engagement, scheduling assessments with candidates, interviewing, onboarding - H
• Excellent organisational, task, and time management skills, with an emphasis on detail and follow-up and the ability to prioritise tasks and requests from multiple stakeholders and audiences - H
• Display strong consulting and collaboration skills - H

Mandatory Criteria if Any with no exceptions to hiring.

• 5+ years experience in talent acquisition
• Proficiency in Applicant Tracking Systems
• Proven work experience as a Talent Acquisition Specialist or similar role
• Ability to translate business strategic objectives into actionable outcomes