Interim Talent Acquisition Manager

The Opportunity

The Talent Acquisition Manager supports Plan’s talent acquisition objectives, ensuring the robust sourcing and resourcing of talent for key Mission Critical and hard-to-fill positions within the organisation worldwide and within the Global Hub (GH).

This role is responsible for delivering process excellence and facilitating and driving resourcing activities including the active sourcing and pipelining of talent; oversight of selection processes; implementing process improvements and development of tools, templates and training to support improvements, efficiency and upskilling of People and Culture (P&C) staff and managers as required.

Key Responsibilities

• Facilitate the end to end recruitment process for key Mission critical, international and GH recruitments.
• To co-ordinate recruitment kick-off briefings with key stakeholders to agree and define the resourcing process and strategy, roles and responsibilities, talent pipelines and context
• To create and maintain robust selection criteria throughout the different stages of the recruitment process in line with any specific requirements scoring criteria
• To work alongside P&C colleagues and leadership in ensuring the succession plan is actively engaged with and utilised, gaining intelligence on internal candidates and ensuring a feedback loop is maintained throughout the year, in particular for Country Director positions.
• To drive momentum throughout the recruitment campaign, liaising with key stakeholders to ensure timelines are adhered to, addressing any road blocks and reducing time to hire in line with KPI’s.
• To compose attractive, engaging adverts and written materials for prospective candidates throughout the process, building brand engagement and maintaining a professional image.
• To ensure a positive end to end service offering is given to all candidate applications as best practice.
• When required, to provide training to Hiring Managers and interview panelists, ensuring they have the skills and competence to screen and select candidates for the roles they are shortlisting.
• To engage with external networks and connections to build the reputation of Plan International and talent pipelines for future roles.
• To build knowledge of Plan’s total reward policy and approach to ensure our packages remain competitive and to negotiate offers with the identified candidate ensuring an attractive offer is made, maintaining overall compliance and parity across the organisation.
• To support the continued improvement of Plan International’s current recruitment system to achieve operational excellence in talent acquisition; working with the recognised TA tool (HRIS/Success Factors) to ensure the organisation has a system which is fit for purpose and can be continually improved in the future.
• General recruitment coordination/administration, inclusive but not limited to: Creating and drafting job descriptions, adverts, interview question templates, scoring matrix, contract offers, updates on HRIS, document retention, new starter information and interview feedback.