Requisition ID 15352BR
Title Senior Specialist - Talent Attraction
Job Category Human Resources
Job Description PURPOSE:
Ensure Novo Nordisk Inc.’s. Talent Acquisition function executes a strategic, competitive
sourcing and talent identification process, while ensuring compliance. This is a unique position; bringing advanced professional, retained search-like sourcing practices inside the organization. Partnering with the aligned Recruiter, successful candidate will collaborate across the organization, supporting hard to fill and business critical openings. Focusing on a targeted req load, positions may be currently vacant or for pipelining / workforce planning purposes. Serving as subject matter expert, influence managers with deep knowledge of the labor market and sourcing channels. With access to cutting edge technology, incumbent will serve as point of contact on developing key sourcing strategies, leveraging vendors as needed.
RELATIONSHIPS:
Reports to the Manager, Talent Attraction & Operations. Partners closely with Talent
Acquisition Managers, Recruiters and Sourcers. Interacts with other HR colleagues, contingent workers, legal counsel, employees and hiring managers at all levels of the business. External relationships include: agencies, vendors, consulting firms, and HR Associations.
ESSENTIAL FUNCTIONS:
ADVANCED SOURCING:
• Utilize cutting-edge techniques to source candidates from a variety of targeted channels.
AGENCY MANAGEMENT:
• May partner with lead Recruiters to ensure that vendors are compliant with contract clauses, and negotiates contracts to meet current and future work requirements. Regularly monitors vendors relating to advertising, branding, sourcing tools.
CAMPAIGN MANAGEMENT:
• Work closely with Social Media vendors (i.e. LinkedIn, J2W, CareerBuilder, etc,.) to ensure social media campaigns stay on track and in budget.
CANDIDATE RELATIONSHIP MANAGEMENT:
• Engage with high potential candidates for key vacancies and generate interest based on NNI’s compelling employer value proposition. Maintain dialogue with prospective candidates for the long-term.
COMMUNICATION:
• Maintain positive relationships with key clients by providing timely, relevant updates.
COMPLIANCE and PROCESSES:
• Ensures electronic job folders are created and that workflow content is complete and in accordance with procedure.
• Periodically audits job folder content to ensure compliance. Report out metrics when necessary.
• Ensures legal holds are identified and tracked accurately.
COMPLIANCE and PROCESSES:
• Partners with key stakeholder to execute the diversity strategy in all recruitment initiatives.
CONFIDENTIAL SEARCHES:
• As needed, serve as internal ‘head-hunter’ for high-level, searches relative to confidential people or organizational structure changes.
REPORTS/METRICS/ANALYSIS:
• Analyze various reports and surveys (e.g., time-to-fill; quality of hire; recruiter performance metrics).
• Monitors staffing trends at the individual, recruiter and organization level to ensure staffing goals are being met. Determine opportunities to add value.
REPORTS/METRICS/ANALYSIS:
• Monitors staffing bench marks and keeps apprised of staffing trends and better practices (e.g., via Saratoga Institute; Corporate Leadership Council).
• Collaborates with stakeholder to design and execute analyses to support decision-making and planning.
STRATEGIC WORKFORCE PLANNING:
• Partner with Talent Acquisition Managers and HRBPs to understand where gaps may exist in organizational competencies.
• Develop a sourcing plan to pipeline prospective candidates for the future.
SYSTEM ADMINISTRATION:
• Act as Vendor Relationship Manager for Novo Nordisk’s Candidate Relationship Management system.
STRATEGY AND PLANNING:
• Work closely with Recruitment Managers and HRBP’s to build complex sourcing initiatives and strategies as needed.
ADMINISTRATION AND TRAINING:
• Align with Operations to ensure training of new sourcers/screeners and recruiters are consistent across both the applicant tracking system and candidate relationship management system. This includes the development and updates of all relevant e-learning modules and training decks.
PHYSICAL REQUIREMENTS:
Travel may be up to 20%
DEVELOPMENT OF PEOPLE:
Not Applicable
KEY SUCCESS FACTORS: EDUCATION, EXPERIENCE, KNOWLEDGE AND SKILLS:
• Ability to work independently and drive process cross functionally, displaying a high level of critical thinking skills.
• Bachelor’s degree preferred, or commensurate experience. Requires a minimum of 8 years of prior experience in a similar role.
• Track-record of success in full cycle recruiting, employer branding, behavioral interviewing from a credible organization (e.g. DDI certification) deep expertise using social media in advanced sourcing techniques (AIRS certified).
• Demonstrated performance managing multiple and complex projects / sourcing assignments, vendor and campaign oversight. Strong experience with multiple social media channels, the ability to direct source, and the ability to drive and direct process cross functionally as needed.
• Excellent organizational and time management skills.
• Advanced level of proficiency with recruitment and staffing technology including ATS systems, CRM, and social media technologies.
• Knowledge and understanding of compliance and regulatory processes (e.g. OFCCP & EEO).
Department HR - STAFFING OPS & SOCIAL MEDIA
Position Location US - Princeton, NJ
City Princeton
State/Provinces US - NJ
Degree Required Bachelor's Degree or equivalent experience
Percent Travel 10 - 20%
Title Senior Specialist - Talent Attraction
Job Category Human Resources
Job Description PURPOSE:
Ensure Novo Nordisk Inc.’s. Talent Acquisition function executes a strategic, competitive
sourcing and talent identification process, while ensuring compliance. This is a unique position; bringing advanced professional, retained search-like sourcing practices inside the organization. Partnering with the aligned Recruiter, successful candidate will collaborate across the organization, supporting hard to fill and business critical openings. Focusing on a targeted req load, positions may be currently vacant or for pipelining / workforce planning purposes. Serving as subject matter expert, influence managers with deep knowledge of the labor market and sourcing channels. With access to cutting edge technology, incumbent will serve as point of contact on developing key sourcing strategies, leveraging vendors as needed.
RELATIONSHIPS:
Reports to the Manager, Talent Attraction & Operations. Partners closely with Talent
Acquisition Managers, Recruiters and Sourcers. Interacts with other HR colleagues, contingent workers, legal counsel, employees and hiring managers at all levels of the business. External relationships include: agencies, vendors, consulting firms, and HR Associations.
ESSENTIAL FUNCTIONS:
ADVANCED SOURCING:
• Utilize cutting-edge techniques to source candidates from a variety of targeted channels.
AGENCY MANAGEMENT:
• May partner with lead Recruiters to ensure that vendors are compliant with contract clauses, and negotiates contracts to meet current and future work requirements. Regularly monitors vendors relating to advertising, branding, sourcing tools.
CAMPAIGN MANAGEMENT:
• Work closely with Social Media vendors (i.e. LinkedIn, J2W, CareerBuilder, etc,.) to ensure social media campaigns stay on track and in budget.
CANDIDATE RELATIONSHIP MANAGEMENT:
• Engage with high potential candidates for key vacancies and generate interest based on NNI’s compelling employer value proposition. Maintain dialogue with prospective candidates for the long-term.
COMMUNICATION:
• Maintain positive relationships with key clients by providing timely, relevant updates.
COMPLIANCE and PROCESSES:
• Ensures electronic job folders are created and that workflow content is complete and in accordance with procedure.
• Periodically audits job folder content to ensure compliance. Report out metrics when necessary.
• Ensures legal holds are identified and tracked accurately.
COMPLIANCE and PROCESSES:
• Partners with key stakeholder to execute the diversity strategy in all recruitment initiatives.
CONFIDENTIAL SEARCHES:
• As needed, serve as internal ‘head-hunter’ for high-level, searches relative to confidential people or organizational structure changes.
REPORTS/METRICS/ANALYSIS:
• Analyze various reports and surveys (e.g., time-to-fill; quality of hire; recruiter performance metrics).
• Monitors staffing trends at the individual, recruiter and organization level to ensure staffing goals are being met. Determine opportunities to add value.
REPORTS/METRICS/ANALYSIS:
• Monitors staffing bench marks and keeps apprised of staffing trends and better practices (e.g., via Saratoga Institute; Corporate Leadership Council).
• Collaborates with stakeholder to design and execute analyses to support decision-making and planning.
STRATEGIC WORKFORCE PLANNING:
• Partner with Talent Acquisition Managers and HRBPs to understand where gaps may exist in organizational competencies.
• Develop a sourcing plan to pipeline prospective candidates for the future.
SYSTEM ADMINISTRATION:
• Act as Vendor Relationship Manager for Novo Nordisk’s Candidate Relationship Management system.
STRATEGY AND PLANNING:
• Work closely with Recruitment Managers and HRBP’s to build complex sourcing initiatives and strategies as needed.
ADMINISTRATION AND TRAINING:
• Align with Operations to ensure training of new sourcers/screeners and recruiters are consistent across both the applicant tracking system and candidate relationship management system. This includes the development and updates of all relevant e-learning modules and training decks.
PHYSICAL REQUIREMENTS:
Travel may be up to 20%
DEVELOPMENT OF PEOPLE:
Not Applicable
KEY SUCCESS FACTORS: EDUCATION, EXPERIENCE, KNOWLEDGE AND SKILLS:
• Ability to work independently and drive process cross functionally, displaying a high level of critical thinking skills.
• Bachelor’s degree preferred, or commensurate experience. Requires a minimum of 8 years of prior experience in a similar role.
• Track-record of success in full cycle recruiting, employer branding, behavioral interviewing from a credible organization (e.g. DDI certification) deep expertise using social media in advanced sourcing techniques (AIRS certified).
• Demonstrated performance managing multiple and complex projects / sourcing assignments, vendor and campaign oversight. Strong experience with multiple social media channels, the ability to direct source, and the ability to drive and direct process cross functionally as needed.
• Excellent organizational and time management skills.
• Advanced level of proficiency with recruitment and staffing technology including ATS systems, CRM, and social media technologies.
• Knowledge and understanding of compliance and regulatory processes (e.g. OFCCP & EEO).
Department HR - STAFFING OPS & SOCIAL MEDIA
Position Location US - Princeton, NJ
City Princeton
State/Provinces US - NJ
Degree Required Bachelor's Degree or equivalent experience
Percent Travel 10 - 20%