## Description
As the Talent Acquisition Manager, your main responsibilities are to master the external labor market trend analysis as well as internal business strategies in order to develop and propose key strategies on talent attraction and acquisition. Some examples as following:
1. Working with senior management and/or executive level to assess hiring needs as part of the workforce planning phase:
* Strategic sourcing for senior hires/niche skills.
* Building technical female pipeline for hiring to meet Intel Vietnam's diversity goals.
* Engage with external parties to build a sustaining technical female pool in the market.
2. Proactively seek market intelligence on talent trends :
* Hiring trend in the market, skills shortages, new FDI/Expansion in order to proactive engage with HR partners team to execute retention plans or talent attractions.
* Understand the talent demand hot spots in the market/industry due to FDI/expansion, timing, roles etc. that threatens our employees retention.
In addition to this, Intel's Talent Acquisition has an unique organization that requires a huge collaboration and connection with virtual teams across the Region. In this position, you will play a critical role in ensuring the on-site structure supporting hiring ramp via engagement with suppliers and/or regional Services Center.
## Qualifications
To ensure your success with this position, you need to acquire the following skills and abilities:
1. Business and Industry Acumen: Demonstrates industry knowledge of the external business environment, market trends, competitors, labor market and general talent availability with the ability to translate this to a fact-based recommendation to the hiring team, manager or internal stakeholders. Has the ability to learn and grasp quickly the biz groups' current and emerging technical roadmaps and the hiring and skill trends needed to supply the business with critical talent. Has knowledge of Intel's internal market place and culture and how that compares to external competitors to provide the right recommendations to the business on what's important for identifying and closing external talent (workplace norms, compensation, etc.).
2. Persuasion and Influence: Leverages staffing expertise to effectively engage with hiring manager to understand the needed requirements and when necessary challenge the hiring manager's talent requirements and assumptions. Able to develop, plan, validate and drive operational response to the hiring manager/business/department talent requirements. Actions must show the ability to influence at the hiring manager level but also at the bigger business unit to drive bigger changes such as team based hiring & intact team hiring. Has the ability to influence at the hiring decision point and push back on the business when quality candidates are not being considered. Influences peers and management to effectively communicate staffing strategies / initiatives / sourcing plans and is well respected as a credible source of knowledge and opinions. Is sought out by peers and management for insight into complex and long range recruiting and planning. Able to consult business or hiring managers with effectiveness selection & assessment methodology, and provide insights & facilitation to drive for best fit.
3. Talent Research & Pipeline Generation: Possesses knowledge of talent mapping methodologies, functions and vendors. Has the ability to reach out into the external market to effectively identify, attract and interact with passive candidates. Able to create a comprehensive plan for establishing and nurturing pipelines in alignment with dynamic business needs. Partners with other functions across Talent Acquisition organization, HR and the business to ensure demonstration of a cohesive and consistent Employer Value Proposition and align on strategy to create a comprehensive talent map. Has established industry and professional peer connection to pulse and sense recruiting opportunity windows created by talent movement in the market. Able to initiate & drive speedy hiring responses to emerging recruiting windows.
4. Sourcing Capability: Has broad-based hands-on knowledge of various sourcing channels and the ability to utilize the most effective channels to source and generate qualified candidates. Demonstrates usage of current channels as well as successful identification and adoption of emerging channels. Must show a continuous learning and passion around recruiting and discovering / exploiting new channels. Has the ability to be a recruiting ambassador for Intel both physically in outreach to external organizations as well as electronically through social media venues.
5. Builds Effective Relationships with Potential Candidates: Demonstrates the ability to build a trusting relationship with candidates and is the person that provides the candidates with the window into Intel. This would encompass providing insight to the Intel business and culture by building a personalized relationship, providing timely follow up and feedback, having the ability to communicate the role clearly and manage expectations. Ability to put it all together to assess whether the candidate is a fit for Intel and able to close the candidate with an acceptance of employment offer. Provides a smooth and professional start-to-end candidate experience. Demonstrates strong ethical values and role models candor and honesty to ensure we can deliver on Intel's brand promises.
6. Consultative selling capability: Advises, customizes, and brings expertise to the candidate beyond the proposed role. Generates a dialog that is based on the candidate's needs and desires. Creates value to the candidate by helping candidates understand their challenges and opportunities in a new or different way ; helping them arrive at new or better solutions than those they would have discovered on their own, e.g. identifying Intel opportunities beyond a specific role; acts as the candidates' advocate in Intel.
7. Collaboration and Teamwork: Works to understand as many viewpoints as possible. Employs excellent verbal and written communication skills with an emphasis on tact and diplomacy when dealing with both internal and external parties. Focus on collective team output and success. Ability to transcend discipline boundaries. Constructively work with team members to reach a solution. Helps out whenever possible even if out of his/her comfort zone or discipline. Facilitates team collaboration by practicing effective meeting skills, conflict resolution and focusing on group processes and results. Negotiates win/win agreements. Leverages peers and subject matter experts to expand competencies and knowledge and takes the initiative to proliferate best known methods.
8. Agility & Achievement: Ability to effectively cope with ambiguous scenarios. Generates new ideas and creative solutions to problems while meeting deliverables. Demonstrate agility and flexibility; embraces change; self develops. Has a forward thinking mindset and knows when to proactively drive change. Ability to work in a self-directed environment. Grasps new concepts and comes up to speed quickly in response to new assignments. Openly share information, debate implications and make decisions; ability to come up with "out of the box" solutions despite ambiguity and be able to highlight and cover gaps as driven by business needs. Initiative to act quickly to accomplish objectives, taking advantage of opportunities, and responding to change; demonstrated self-starter. Exhibits a high level of personal involvement in the job and persistence in overcoming obstacles. Focuses on results and individual metrics to drive performance and increase scope/responsibility.
9. Knowledge and Ability to work Staffing Systems and Processes: Possesses the ability to leverage HR and Staffing networks, tools and processes to achieve staffing objectives. Has knowledge of key staffing tools, processes, reporting, metrics, guidelines and labor laws. Develops strong linkages to key HR and support partners, with knowledge of process interdependencies and stakeholder interests. Is able to independently identify, define, plan and execute local and regional staffing project or hiring activities successfully, engaging stakeholders as appropriate. Represents the Staffing function as a participant in cross-functional and cross-site project teams in support of HR or business deliverables. Understands key risks and legal implications of the hiring process, and utilizes escalation and information points to manage and flag these risks. Drives cross-functional taskforce teams to tackle hiring challenges while ensuring high quality standards of service delivery. Identifies and drives continuous improvement to generate efficiency and reduce excursion. Has strong business process discipline.
Last but not least, you should have a Bachelor Degree in HR/Business Administration or relevant field (Master Degree is a plus); influent English comprehension; and at least 7 years of experience in Recruitment/HR field.
*Job Category:* Human Resources
*Primary Location:* Viet Nam-Vietnam, Ho Chi Minh City
*Full/Part Time:* Full Time
*Job Type:* Experienced
*Regular/Temporary:* Regular
*Posting Date:* Aug 19, 2014
*Apply Before:* Aug 19, 2015
*Req ID:* 741564