TSA Talent Acquisition Partner North America

Syensqo is all about chemistry. We’re not just referring to chemical reactions here, but also to the magic that occurs when the brightest minds get to work together. This is where our true strength lies. In you. In your future colleagues and in all your differences. And of course, in your ideas to improve lives while preserving our planet’s beauty for the generations to come.

 

Job Overview and Responsibilities

 

The Talent Acquisition Partner (TAP) is accountable for sourcing and selecting the right talent for the right role, and throughout the process provides exceptional candidate experience to all active, passive or potential talent. This role can be high volume or focused specialist roles.

 

Educate, advise and provide direction to hiring managers / colleagues, on the best practice talent acquisition sourcing channels, selection methodologies and share market intelligence. The TA Partner will have GBU / functional and/or multisite responsibility and will participate in the delivery of the overall TA strategy and operating model. 

 

Complete pre-screen calls (high volume & specialist), behavioural interviews (specialist) prior to scheduling hiring manager interviews, guiding both hiring manager and candidate through the process smoothly. Build strong relationships and partnerships across the business, being regarded as the expert in talent acquisition, both internally and externally.

 

Key accountabilities and decision ownership:  

 

• Responsible for the full life cycle recruiting, proactive sourcing, candidate engagement, assessment of candidate suitability and fit, managing the interviewing process, and closing/negotiating the offers; incl. detailed pre-screen prior to submitting candidates to manager interview
• Act as an advisor to the business guiding them on market observations and competitive talent news through developed knowledge, set clear expectations, and drive the client relationship.
• Develop relationships with key stakeholders, to build trust and expertise in the functions, to enable confident conversations with candidates about teams and roles across the business

• Recognise the value of developing employer brand messaging throughout the recruitment process, through verbal, written and visual aids for candidate and hiring manage

• Define and deliver sourcing channels, that provide a balance of time, cost and quality to the business, seeking out new or redefine routes to market
• Manage the internal applicant process as well as the employee referral process to ensure a consistent and positive experience for all parties
• Deliver results through productivity / quality KPIs; time, cost, experience, reporting, ratio’s, data integrity and process adherence
• Define personal brand, through candidate / hiring manager experiences and online presence, being a brand ambassador at all times to strengthen the employer brand at every opportunity
• Be an advocate of good Social Media practices in the team and embed it in the wider business through example  
• Maintain accurate data records within the ATS system
• Present and define cadences of weekly, monthly and quarter reports to HR / hiring managers on role activities.
• Ability and flexibility to travel to site and locations, as required.

 

Key stakeholders: Business leaders, HR colleagues, procurement, employer brand and external partners.

 

Key performance indicators: