recruitment business partner.

acquisition of permanent employees and the contingent and
contractor workforce. Key offerings include Managed
Services Provider (MSP) programs, Recruitment Process
Outsourcing (RPO) and Integrated Talent Management
services (ITM) which blends RPO and MSP. Working for a
multi-country organisation means working with clients and
colleagues with diverse backgrounds. This results in a digital
way of working and requires a proactive mind-set.
Scope:
The Recruitment Business Partner (RBP) is responsible for
ensuring the client and relevant stakeholders receive
advisory services from RSR inclusive of market intelligence,
creative sourcing strategies and problem resolution. The
RBP achieves this by spending 55% of their time directly
engaging with HMs and driving the effective use of Talent
Communities which are prequalified and interested
candidates who want to join our client.
Reporting to:
Account Leader
Key Stakeholders:
Client hiring managers, client HR BPs, client Talent
Acquisition and/or procurement, account delivery team,
account leader and RSR management,
Job Purpose:
● To transition RSR delivery from a transactional
reactive model to an advisory proactive and
solution oriented capability
Main accountabilities:
The main accountability areas for this position are:
Conduct Advisory Intakes:
● Conducting advisory intake sessions using market
intelligence and defined sourcing strategy
(Recruitment Strategy Framework)
● Accountability for collection of candidate market
intelligence specific to competitor remuneration &
benefits
● Training team members on how to conduct
advisory intake sessions through demonstration
● Accessing and sharing market intelligence during
intake sessions and aging requisition reviews
● Conducting role triage to ensure load balancing
● Aged requisition management
● Sourcing strategy review – engagement of
sourcing expertise to problem solve
● Talent community quarterly evaluation and
monthly ROI analysis
● Source of hire review in collaboration with RSR
Sourcing Master to drive improvements
Aged Requisition Analysis and Problem Resolution:
● Scheduling of aged requisition review with relevant
Hiring Managers and problem resolution to diminish
TTH while improving quality
● Quarterly analysis of all aged requisitions with root
cause analysis
● Development of strategy to prevent aged
requisitions inclusive of revisions to sourcing
channels, diversity campaigns, aggregation of
candidate data specific to competitor compensation
offers, role triage and review of talent communities
to align with demand forecasting and aged
requisition analysis.
Talent Community Return On Investment
● Quarterly review of Talent Communities to ensure
alignment with demand planning and aged
requisition analysis
● Weekly review of Talent Community health to
ensure ability to take qualified and interested
resumes to intake sessions
● Coaching of team members on effective use of
Talent Communities
Development and Coaching:
● Coaching of team members to advisory intake
capability through demonstration and on the job
coaching
● Weekly review of talent community health and
relevant coaching to ensure effective brand
representation and candidate representation during
intake session
Key Performance Indicators:
The following indicators are suggested to monitor
performance and can be used to identify problem areas:
● 35% of hires from talent communities
● Client satisfaction surveys at a 4.5/5 or 9-10/10 on
advisory and solution orientation of overall service
Competencies:
All employees are required to exemplify the full suite of
Randstad competencies and behaviours however the key
leadership competencies for this role include:
Intellectual strength
Leveraging strong intellectual power to identify pattern and
draw insights from information in order to conceptualize
strategic direction, solve problems and identify opportunities.
Agility
Leveraging proactively to address change on all dimensions. Anticipate change and view situations from different perspectives whilst keeping pace in decision making to realize opportunities and mitigate risks.
Excellent execution
Driving excellent execution by setting robust processes to execute strategies and follow through with strong monitoring and operational navigation to ensure results. Being firm and courageous in leading execution.
Lead
Enabling teams to deliver high performance by providing direction and clarity of purpose, a focus on accountability and the orchestration of efforts. Set high standards and provide the support people need.
Connect
Identify potential for synergies across the business and build commitment to achieve shared goals. Thrive on working with people that represent a mix of backgrounds, insights and perspectives.
Partner
Building strategic partnerships with clients & stakeholders. Actively shape the external environment for the success of Randstad, leveraging personal credibility and thought leadership in getting people onside.
Courage to challenge
Shows courage and confidence to speak up skilfully, challenging others even when they are confronted with resistance or unfamiliar circumstances.
Business acumen:
Builds and delivers professionalism through combining commercial and HR expertise to bring value to the organisation, stakeholders and peers.
Decisive judgment:
Demonstrates the ability to analyse and understand data and information quickly. Uses information, insights and knowledge in a structured way to identify options, make recommendations and make robust, defendable decisions.
Curious:
Be future-focused, eager to understand and open-minded; seeks out evolving and innovative ways to add value to Randstad.
Knowledge, skills and experience:
● Minimum relevant Bachelor’s degree, post graduate degree or equivalent ideal
● 4+ years of recruitment experience
● Ideally experience in an internal recruitment function or RPO/BPO model
● Working with a mix of short term and longer term objectives; & hands on execution, from concept to delivery
● Demonstrated ability to lead a functional area of
the company and make critical business decisions
● Detail oriented, logical, and methodological approach to problem solving
● Superior coaching skills
● Able to interact with high-level decision makers Strong conceptual and analytical skills
● Strong communication skills (written and verbal) with all levels of company
● Proven ability to balance between guarding the organization and supporting execution and delivery.
● A proven track record in developing and implementing cultural and organizational changes.
● Proven ability to work independently and without the back up of standard practices. To solve many issues in a pragmatic way whilst at the same time develop a framework of sustainable processes.