Every year, we help hundreds of thousands of people find rewarding jobs in the ever-changing world of work.
We understand the importance of a job in peoples lifes and we want to help them find work that feels good. And we’ll help them continue to grow as their needs and ambitions change.
At Randstad, our value comes from our people and that is why we put them first. We are proud of our learning culture and career architecture framework that encourages ours team to develop both personally and professionally.
We believe that talent grows when presented with opportunity and this is why we encourage our people to think beyond their role. We have created a culture that enables talent to flourish, encouraging entrepreneurship, fostering team spirit, and continually building mutual trust.
- Establishes, tracks and interprets internal recruitment performance metrics to monitor effectiveness of talent programs and projects, advises on modifications to the program for example, time-to-fill, cost per hire, source of hire, retention/quality of hire
- Accountable for the implementation of talent and recruitment strategies, develops strategy for high-level roles or niche and hard to fill roles
- Architects and leads high-impact initiatives, driving cross-functional alignment and directing the efficient deployment of resources, technology, and a multi-layered leadership team. Responsible for internal/external client facing interactions at the stakeholder & candidate level.
- Directs the strategy and governance of the organization's external talent engagement model, ensuring all events, partnerships, and networking activities yield measurable commercial value and competitive talent insights.
- Determines the leadership capacity of the function from M7 down. Ensures a continuous pipeline of highly skilled leaders.
- Accountable for strategy and delivery of high level roles. Ensures continuity of both senior leadership and scarce skill appointments.
- Ensures TA reputation through internal relationship building, listening and responding to gaps in people and process.
Grade Description
- Broad and comprehensive understanding of concepts and principles within own and related disciplines
- Provides leadership and direction for a business area within an organization segment, (often a business area lead), typically through managers
- Has accountability for the performance and results of an area within the organization sub-function (i.e. segment of a division, small region/cluster/single country, product area, etc.)
- Develops sub-functional strategy and executes through subordinate teams
- Decisions are guided by resource availability and sub-functional strategy and priorities
- Impacts and contributes to the development of segment strategy (short term and long term) and exercises control over a sizeable portion of the segment's resources
Is this the job for you? We would love to hear from you! Please apply directly to the role and we will get in touch with you.
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