account manager in singapore

posted
job type
permanent
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job details

posted
location
singapore
job category
Other
job type
permanent
reference number
1294

job description

About Randstad Sourceright:

Randstad Sourceright is a global talent leader, providing solutions and expertise that help companies position for growth, execute on strategy and improve business agility. 

Sourceright experience encompass all facets of the talent 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 growth mind-set to deliver the advisory mind set our clients expect.

Scope:

The Account Leader is responsible for leading a team to deliver an advisory operational recruitment service which incorporates market intelligence, creative sourcing strategies and problem resolution while managing the commercial performance of the account and coaching team member growth and development.  The Account Leader’s primary responsibility it so simultaneously delight both the RSR client and RSR with account delivery performance

The Account Leader uses the RSR dashboard to understand data patterns and trends to drive optimal performance – an example is careful management of aging requisitions to not exceed 10% of client aging KPIs. 

The Account Leader is the key change management champion driving adoption of new technology and new ways of working which will support enhanced levels of talent advisory.

Reporting to:

Client Service Director

Key Stakeholders:

Client head of TA, client head of HR, critical hiring managers  and client HR BPs, 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:

  • Client management
  • Operations management
  • People management
  • Change management
  • Financial performance management

Client management:

  • First point of contact for client and first escalation point for daily operational issues
  • Proactively engaging with the client to understand client vision/strategy and subsequent alignment to account roadmaps
  • Development of stakeholder mapping to ensure proactive communication with key stakeholders of delivery progress and understand voice of customer to inform Continuous Improvement road map
  • Identify process improvement areas and engage Lean Sigma reviews which form part of Continuous Improvement road map
  • Creation of three legged stool account planning – Continuous Improvement roadmap which is reviewed monthly, technology roadmap which is reviewed six monthly and strategic roadmap which is aligned to client business objectives and reviewed annually
  • Creation and delivery of the client Monthly Business Review which is an Operational KPI review and the Quarterly Talent Advisory Meeting which is a strategic advisory review created and delivered in conjunction with the Client Service Director
  • Creation and delivery of the internal RSR MBR which highlights patterns/trends and ensures continued support from RSR regional team

Operations Management:

  • Analysis of recruitment demand and alignment with resources to ensure effective delivery together with commercial management
  • Review on a weekly and monthly basis of aged requisitions to direct new sourcing techniques and manage HM dissatisfaction with the goal of achieving no more than 10% aged requisitions

People Management:

  • Quarterly Gr8 Conversations to understand career aspirations of each team member and support team member through on the job training and access to Learning & Development modules to support achievement of aspiration and internal promotion
  • Creation of Individual Development Plan in collaboration with team members following Gr8 Conversations
  • Coaching of team members to advisory intake capability through demonstration and on the job coaching
  • Leadership of 9 Box and high potential identification together with supporting L&D initiatives to accelerate high potential growth
  • Weekly 1:1 with direct report for operational review
  • Weekly team meetings reviewing team performance, updating on client news/initiatives, reviewing of CI plans and talent community success, sourcing techniques, RSR learning and development initiatives and RSR global and APAC news