Temp Talent Acquisition Partner - Bryanston at Nestle

Position Summary

To partner with the aligned function and /or business area, together with the relevant HRBPs to manage the recruitment process, provide subject matter expertise and insight and enable hiring managers to select the best quality candidates at all levels. Responsible for executing and managing the end-to-end talent acquisition strategy for the aligned function/business, ensuring the use of best practices and relevant tools to achieve the desired outcome. Leveraging the employee value proposition to ensure a highly positive candidate experience. Also responsible for Supporting the Global Youth Initiatives across the four pillars within Country/ Cluster/Function.

A day in the life of a Talent Acquisition Partner:

• Understand the needs of the aligned function(s) and/or business(es), align stakeholders and successfully execute the talent acquisition strategy.
• Deliver high quality talent into the business by successful management of the end-to-end recruitment process in alignment with our Talent Selection methodology (Job briefing meeting with line manager, determine sourcing and attraction strategy, identify and agree targeted NLF competencies required, ensure effective screening and interview process, coach line manager selection decision).
• Manage active candidates through the recruitment process to provide an outstanding candidate experience. Align activity with Talent Sourcers (where role exists in market/business function), or take accountability for, proactive sourcing of passive candidates for future requirements. Manage cost implications for all hiring activity and continuously seek to minimise cost for the business.
• Become a trusted advisor to hiring managers (and HRBP's) within the aligned function(s) and/or business(es) by providing subject matter expertise to inform activity, developing creative solutions to hiring issues and constructively challenging selection decisions.
• Ensure planning and hiring decisions are continuously informed by relevant labour market data and trends, including competitor activity, salary and remuneration information, and availability of external talent.
• Develop hiring manager capability to Select Talent (LDv People Practice), coaching on appropriate selection methodologies and tools, being present at interview where relevant.
• Take responsibility for ensuring hiring managers are compliant throughout the recruitment process for both internal and external candidates.
• Candidate relationship management. Develop engagement and rapport with candidates, placing a higher degree of focus on those identified as highly suitable for current and future positions.
• Communicate and ensure consistency of the employee value proposition throughout the recruitment process to achieve outstanding candidate experience. Ensure the external employer brand message resonates throughout the candidate experience, taking responsibility for hiring managers understanding and delivery on our promise.
• Understand the importance of positive candidate experience and identify opportunities for improvement in the market, continuously developing practices, methodology and communication. Develop positive relationships with candidates to ensure the attractiveness of Nestlé as a place to work, guiding each individual through the candidate journey, managing rejection effectively and using the offer stage to successfully convert candidate to employee.
• Transfers insight about newly hired candidate, generated from assessment during recruitment process, to HRBP and Talent Management to ensure effective on-boarding and creation of early development plans
• Talent Acquisition Administrative Activities - On time Hiring request for supporting functions, ensure relevant Psychometric tests and background checks are done for new hires in supporting functions, Admin checks/On boarding for new hires - Preboarding documentation signed and completed, email and Copy ID finalised etc.
• Demonstrate and advocate the use of relevant technology throughout the recruiting process.
• Optimise the use of our Applicant Tracking System (CRM/SF) to manage the recruiting process, ensure candidate data quality and accurate reporting of recruiting activity in aligned function and/or business. Understand and advocate the use of social media as a vehicle for the attraction and sourcing of active and passive candidates.
• Continuous improvement. Seek to develop Talent Acquisition practice and processes in the market and/or business to improve functional efficiencies and ways of working
• Contribute to Content , Digital and Social media strategy for all regionally-owned Careers digital pages, i.e., Careers website pages, LinkedIn, Glassdoor, internal onboarding portal, CRM, alumni community, etc. Align with the  Recruitment Marketing team for content creation as needed.  Coordinate relevant social media and digital platforms where relevant with internal stakeholders (Corporate Communications, Brand Management, Above Market Talent COC etc)
• Support the implementation of Planned Employer Branding Activities relevant to supporting functions (includes GYI, Diversity & Inclusion, Recruitment Marketing, Learning & Capability Building, Talent Management initiatives and projects)
• Collaborate with key business and function stakeholders  to understand business needs, identify creative recruitment marketing solutions, successfully posting content to respective channels and monitoring success with the support of the Regional COC RMK team.
• Coordinate with Internal Stakeholders (Corporate Communications, Brand Management, Above Market Talent COC etc.) to ensure the delivery of communication materials and ensure consistency of messages on various platforms (newsletters, booklets, internal communications, post on workplace etc.)
• Support the Global Youth Initiative by supporting recruitment of Graduate trainees, Internships, Nesternships and be part of Bursary interviews where needed.

What will make you successful

• Degree level education or equivalent (preferably in Human Sciences, i.e., HR Management or Industrial Psychology)
• 5-7 years’ experience in Human Resources, ideally Talent Acquisition
• Experience of managing multiple stakeholders effectively, often with different hiring requirements
• Experience working in the recruiting industry, ideally with a mix of recruitment agency and in-house Talent Acquisition.
• Experience of coaching managers on interviewing and modern recruiting methodology
• Experience in Employer Branding/Employer Value Proposition Activities, Recruitment marketing
• Understanding of Talent Management Methodology will be an added advantage
• Project Management experience will be an added advantage
• Successful execution of measured objectives
• Influencing and networking with stakeholders at all levels to achieve outcomes
• Experience working with technological providers (ATS providers, various Social Media platforms, other digital sourcing channels) for recruiting purposes