Position Overview

Reporting to the Senior Careers and Culture Manager, the Talent Acquisition Specialist’s primary purpose is to ensure that ELMO has the optimal resource profile for their current and long-term needs by delivering proactive recruitment services that match resource supply with business demand in line with the Talent Acquisition Strategy.

The Talent Acquisition Specialist will act as the recruitment subject matter expert within their relevant domain, ensuring the right hiring decisions are reached whilst enabling best practice representation of the ELMO Employer Brand.

Key Responsibilities:

  The core responsibilities of the Talent Acquisition Specialist includes but is not limited to: 

Recruitment

• Personally owns the end-to-end recruitment life cycle for assigned roles from role approval to offer, championing a proactive, search-based model.
• Ensure active recruitment is supported by a strategic sourcing strategy to include: Talent Pipelines, market intelligence, external trending, proactive external talent targeting to mitigate succession gaps & risks, mapping future talent in external competitors.
• Build strong and consultative relationships with hiring managers, HR stakeholders and internal, external and offshore candidates within a recruitment process.
• Supports with creation of job descriptions and interview questions aligned to ELMO’s competency framework and that reflect ELMO’s Values and the specific requirements for each position for both internal, external and offshore candidates.
• Provides expertise and advice on best practice recruitment process to the Hiring Manager, coaching them through the role they play in the resourcing, head hunting, interviewing & selection processes, ensuring they are fully engaged with their part in achieving successful outcomes.
• Proactively resolve any recruitment issues that are preventing achievement of hiring outcomes, as appropriate and escalate through Talent Acquisition/HR line management in instances where there are process bottlenecks, internal behaviours, salary issues or a fair process has been compromised.
• Champion compliance with ELMO policies and procedures throughout the recruitment life cycle.
• Create and present strategic improvement plans for assigned domain to line Manager based on candidate/Hiring Manager feedback, market intelligence, business needs and strategic resourcing knowledge.
• Promote best practice selection, coaching hiring managers where necessary and taking ultimate responsibility for high-quality hiring decisions and meeting Quality of Hire (QoH) metrics.
• Personally assess candidates' competence, cultural fit and motivation and present robust shortlists to hiring managers.
• Champions the use of robust selection tools throughout the assigned domain, both personally and through recruitment activity.
• Drive high quality candidate feedback, particularly interpretation of assessments (when necessary) ensuring regular communication throughout the process.

Onboarding

• Responsible for background check completion prior to employment including visa eligibility and/or sponsorship which is approved internally and via assigned Immigration Lawyer ensuring legal compliance and with ISO standards.
• Compose offer letters using approved offer letter template and ensure all contingencies and requirements for candidates are included in the offer and coordinates start dates for new hires.
• Maintain effective and collaborative working relationships with other teams involved in the onboarding process to ensure a seamless onboarding and new employee experience, ensuring relevant documents are kept up to date.

Diversity & Inclusion

• Drive awareness of unconscious bias throughout the organisation.
• Deliver recommendations to improve ELMO’s end-to-end process to promote D&I hiring.
• Establish networks with key diversity organisations to proactively target applications from more diverse candidates.
• Work with the wider People & Culture team to address Hiring Manager capability in diversity hiring.

Employer Branding

• Conduct full briefing meetings with hiring managers for each role and develop role specific value propositions in line with ELMO Employer Value Proposition (EVP).
• Ensure hiring managers have a clear understanding of the ELMO EVP and can articulate clearly to candidates during a recruitment process.
• Manage talent communities across social platforms such as LinkedIn.
• Use a broad range of mediums to engage candidates and create touch points to the ELMO Employer Brand.

Systems & Compliance 

• Ensure relevant approvals are in place prior to commencing and finalising a recruitment process.
• Gain an in-depth knowledge of ELMO Talent Acquisition systems, tools and platforms including recommending process or system improvements where appropriate.
• System & platform troubleshooting to enhance Candidate and user experience.
• Provide ad hoc reports generated by system and platforms.
• Ensure compliance with ELMO’s information security privacy policies and procedures.
• Monitor recruitment compliance to ensure ELMO is within legal requirements e.g. adverts comply with anti-discrimination laws.
• Maintain and grow understanding of HR recruitment policies and how wider HR policies and procedures fit into the Talent Acquisition function.
• Ensure external candidate background check requirements are adhered to.

Additional

• Support the broader P&C team with projects and routine activity as and when required.
• Supports the effective deployment of Career Pathways activities and initiatives.
• Takes personal responsibility to learn and grow and actualise full potential.
• Contribute to the innovation process within the business by making product recommendations.