Head of People Attraction ( Talent acquisition)

Job Description

The Head of People Attraction will be expected to
Structure and scale the workforce planning process for Log 9 Materials. This includes managing the recruiting engine end-end especially for Sales, R&D and manufacturing teams
Build sustainable recruitment processes and systems
Amplify Employer brand by developing an EVP, through external branding, and through various internal and external channels such as social media
Develop recruiting best practices and share people practices through market and talent intelligence
In addition, the People Attraction leader will be expected to:
Driving the full spectrum of sourcing and selection activities.
Creating and implementing talent acquisition strategies for leadership, mid-career, and graduate hiring.
Designing and driving the adoption of consistent recruiting, interviewing, and hiring practices that support a strong candidate experience.
Partnering with leaders within the organization to track ongoing hiring needs of their business.
Identifying and partnering with external providers as required to ensure hiring needs are met.
Defining and driving team to meet and exceed hiring benchmarks relating to time to fill, cost per hire, diversity hiring and hiring manager and candidate satisfaction.
Defining and leading projects focused on continuous improvement and managing a team of experienced recruiters and training and guiding them to achieve goals and grow.
Who are we looking for?
8-15 years’ experience with full life cycle talent acquisition in a fast-paced environment.
Superior project management and presentation skills coupled with business acumen.
Preferable experience in the clean energy, electric vehicles, automotive or hardware R&D sectors.
Interpersonally effective and comfortable interacting with employees at all levels Innovative, creative and results oriented.
Ability to work independently in a dynamic environment of change, challenge and multiple deadlines and priorities.
Strong ability to consistently prioritize and re-prioritize.
Experience handling sensitive/confidential information.
Expert name generation, networking and relationship building skills.
High level of comfort with direct sourcing and the ability to sell currently employed potential candidates on opportunities within the firm.
Experience with sophisticated compensation negotiations.
Demonstrated ability to interact with senior level candidates and managers.
Demonstrated ability to collaborate across the people teams such as people transformation and operations to drive organization-wide people programs.