General Overview

Functional Area: Human Resources (HRM)
Career Stream: Talent Acquisition (HRM_TA)
Role: Manager 2
Job Title: Manager, Talent Acquisition 2
Job Code: MG2-HRM-TA
Job Level: Level 10
Direct/Indirect Indicator: Indirect

Summary

The Manager, Talent Acquisition will lead a team of recruiters in executing the global talent attraction and recruitment strategy. This role will focus on optimizing recruitment processes, building and maintaining talent pipelines for critical roles, negotiating offers while fostering a diverse and inclusive workforce. The Manager, Talent Acquisition will partner with business segments and functions to proactively understand their talent needs and ensure alignment with the company's overall talent strategy. This role will also contribute to employer branding initiatives and champion equal opportunity employment practices. (#LI-SO1)

Detailed Description

Performs tasks such as, but not limited to, the following:

Designs and executes a talent acquisition strategy that not only aligns with the site's business goals and the global talent strategy but also proactively anticipates future talent needs, ensuring the organization is prepared for growth and change.
Develops and implements an integrated resourcing strategy that encompasses both external recruitment and internal mobility, creating a holistic approach to talent acquisition and development.
Continuously evaluates and refines sourcing strategies based on data-driven insights, ensuring a constant flow of high-quality candidates.
Utilizes talent analytics and metrics to not only evaluate the effectiveness of talent acquisition efforts but also to identify trends, predict future needs, and proactively address potential talent gaps.
Provides insights to senior leadership, highlighting key metrics and trends to inform strategic decision-making.
Develops and implements innovative employer branding initiatives, leveraging various channels to showcase Celestica's unique culture, values, and opportunities.
Acts as a trusted advisor to senior leadership and key stakeholders, providing expert consultation and guidance on complex talent acquisition challenges and strategic workforce planning.
Proactively identifies and addresses talent acquisition bottlenecks, ensuring a smooth and efficient recruitment process.
Coaches team members on best practices, encourages professional growth, and creates a culture of continuous learning and improvement.
Ensures alignment with global resourcing strategies, goals, and standards, actively contributing to the development and implementation of a cohesive global talent acquisition function.
Represents the site's talent acquisition function at global meetings and forums, sharing best practices and collaborating with colleagues to achieve global talent objectives.
Champions and leads change initiatives related to talent acquisition processes, technology, and strategy, driving innovation and continuous improvement within the function.
Proactively identifies opportunities for process optimization, technology adoption, and strategic evolution, ensuring the talent acquisition function remains agile and adaptable. Support the team on the deployment of changes in TA processes and systems within their region.
Develops and implements a comprehensive resourcing strategy that addresses both short-term and long-term talent needs, considering internal mobility, external recruitment, and talent development initiatives.
Acts as a subject matter expert on all aspects of resourcing, providing guidance and support to HR and hiring managers across the region.
Support the compensation team with inputs to provide competitive compensation and offer negotiation.
Manages the local budget for TA and assures a healthy relationship with vendors.
Align the team's activities with the overall talent acquisition strategy, defining clear performance expectations and metrics for success.
Encourage knowledge-sharing, innovation, and a learning mindset within the team.
Manage workload distribution, ensuring efficient utilization of resources and balanced workloads across the team
Work on a succession plan for the team in order to promote internal development

Knowledge/Skills/Competencies

Sound knowledge of government legislation impacting the practice of human resources management.
Sound knowledge of the company HR policies and practices, particularly the global and regional staffing policies.
Ability to consult with a wide variety of internal customers and provide an end-to-end resourcing service.
Ability to develop appropriate staffing strategies for a variety of needs including recruitment projects for a whole unit or division, as well as assisting individual managers with open positions up to and including Director levels.
Ability to conduct thorough behavioural interviews up to and including Director levels.
Ability to project manage and time manage effectively to ensure timely closure of open positions.
Ability to manage sensitive employee information in a confidential manner.
Knowledge of computer applications and the ability to accurately perform tasks in some or all of the following applications: Access, Excel, Word, PowerPoint, Microsoft Project, and Visio and Applicant Tracking software.
Intermediate level of proficiency in most of the Personal Attributes and Interpersonal Competencies, as well as intermediate proficiency in two Business Competencies, Project Management and Organizational Awareness (refer to the Celestica Competency Framework)

Physical Demands

Duties of this position are performed in a normal office environment.
Duties may require extended periods of sitting and sustained visual concentration on a computer monitor or on numbers and other detailed data.
Repetitive manual movements (e.g., data entry, using a computer mouse, using a calculator, etc.) are frequently required.
Occasional travel may be required.

Typical Experience

9-12 years of recruiting or relative experience required.

Typical Education

Bachelor's degree in a related field, or consideration of an equivalent combination of education and experience.
Educational requirements may vary by geography

Notes

This job description is not intended to be an exhaustive list of all duties and responsibilities of the position. Employees are held accountable for all duties of the job. Job duties and the % of time identified for any function are subject to change at any time.

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