Manager, Talent Programs

Overview

Responsible for leading the team in the areas of talent acquisition, talent brand. Will also have responsibility and accountability for the management of onboarding and off-boarding functions, Company student program, Non-Employee / vendor management program and systems.

Responsibilities

Meet the Recruiter: Amber Smallwood

What You'll Do

Talent Acquisition Strategy

• Lead talent acquisition strategies across all Company locations and determine short and long-term workforce planning and recruitment needs to meet business objectives.
• Lead the talent acquisition team in the development of the Company’s sourcing strategy, tools and processes to identify and acquire talent to meet the current and future business needs within the Company.
• Lead the talent acquisition strategy and partner with HR Business Partners and hiring managers to align on methodologies and accuracy of Workforce Planning, demand planning and headcount management for the Company that supports strategic talent infrastructure development aligned with long-term company objectives and technology roadmap.
• Develop and manage sourcing strategy and techniques.
• Lead strategy for Company student program (including campus recruitment strategy) in partnership with business on headcount allocation and strategic pipeline development aligned to Company product roadmap and objectives.
• Analyze labor market trends and adjust recruiting tactics accordingly.
• Define and track talent acquisition metrics to assess the effectiveness and efficiency of the strategy.
  
  

Applicant Tracking System Leadership

• Lead the administration, optimization, and ongoing evolution of the Applicant Tracking System (e.g., Workday, JobVite, iCIMS)).
• Utilize Applicant Tracking System (ATS) to manage the job requisition process, job postings both internal and external, and applicant flow for.
• Collaborate with IT, HRIS, and vendor partners to ensure system stability, data accuracy, and seamless user experiences for recruiters, HR, hiring managers, and candidates.
• Manage system enhancements, user training, and adoption strategies to improve hiring workflows and reporting.
• Establish and monitor compliance with system-related policies, including data security and privacy protocols.
• Develop and implement quantitative and qualitative metrics to measure success of talent acquisition initiatives.
• Lead the continuing development of technology solutions for talent management.
• Ensure that we are using an assessment and selection approach which is effective and legally compliant.
  
  

Vendor Management (External Recruiters/Relocation)

• Manage external recruitment vendors and staffing partners to ensure adherence to company standards and SLAs.
• Collaborate with internal recruitment resources to ensure consistency and alignment of recruitment best practices.
• Manage vendor relationship with relocation company (Graebel) which includes oversight of the contract and alignment of cost to company relocation policy.
• Oversight of relocation program to align to overall talent strategy. This includes management of relocation budget, program coordination with the new hire, hiring managers and HR team, along with tracking program metrics to drive for policy compliance and efficiency.
  
  

MSP Program Management

• Build and implement managed service provider (MSP) model to support the Company’s vendor management system (VMS) and non-employee workforce initiatives, to include: quality of hire, retention, morale, cost management, supplier governance, etc.
• Oversee day-to-day operations and strategic alignment of the Managed Service Provider (MSP) program for contingent workforce management.
• Serve as primary liaison between internal stakeholders and the MSP provider, ensuring compliance, quality of service, and vendor performance.
• Monitor SLAs, KPIs, and reporting provided by the MSP; escalate and resolve service delivery issues as needed.
• Optimize spend and workforce scalability while ensuring compliance with labor laws and company policies.
  
  

Talent Brand and Employer Marketing

• Develop functional recruiting strategies that builds on social media platforms and focus schools, that are innovative and support our employer value proposition.
• Drive creation of a clear employee value proposition to be used externally as our employer brand, and internally to drive employee engagement in collaboration with the Communications and Branding team.
• Align with the communication team to focus on improving Employer Branding.
• Create organization-wide communications plans regarding human resources and other strategic company initiatives that educate and inform the workforce.
  
  

Candidate Experience

• Oversee companywide onboarding and off-boarding functions to support new hire assimilation to Company culture and process, connecting them to critical resources and tools throughout all touch points of onboarding.
• Drive impactful and value-centric candidate experience strategies that directly contribute to the Company talent brand and reinforce recruitment best practices.
• Design and implement strategies to ensure a consistent, engaging, and inclusive candidate experience throughout the recruitment process.
• Drive improvements in application processes, interview coordination, and onboarding handoffs.
  
  

General PASA Management Responsibilities

• Responsible for ISM management as part of the management of staff members, their work and workplace. Responsible for the management of information security as part of the normal management of the business.
• Interprets, enforces and complies with Company policies, procedures, and regulations.
  
  

Other Duties

• Prepares reports, charts, graphs, and other statistical information.
• Performs other related duties as assigned
  
  

Qualifications

BENEFITS & PERKS - WE'RE ALL ABOUT YOU:

• Great Medical/Dental Benefits
• Company-Matched 401K Retirement Savings
• Annual Bonus Program
• Educational Assistance
• Relaxed Dress Code
• PASATalks Speaker Summits
• Leadership & Mentorship Programs
• High5 Reward Recognition Program
• Onsite Happy Hours
• And many more benefits & perks found within the ‘Our Culture’ section…
  
  

Who We Are

At Panasonic, our technology and engineering expertise delivers innovation across diverse industries. It's all about the consumer experience and making sure that we find ways to enhance that experience, either through audio enhancements or through safety enhancements inside the vehicle.

Panasonic Automotive Systems Company of America (PASA) is an industry-leading global supplier to Automotive Original Equipment Manufacturers (OEM’s) for infotainment systems and advanced connected car solutions. Our clients include Ford, GM, Chrysler, Daimler, Fiat, Tesla, Honda, Toyota.

We Take Opportunity Seriously

Panasonic is an Equal Opportunity/Affirmative Action employer, and all qualified applicants will receive consideration for employment without regard to: race, color, religion, sex, sexual orientation, gender identity, national origin, age, genetic information, disability status, protected veteran status, or any other characteristics protected by law. All qualified individuals are required to perform the essential functions of the job with our without reasonable accommodations.

Due to the high volume of responses, we will only be able to respond to candidates of interest. All candidates must have valid authorization to work in the U.S. Thank you for your interest in Panasonic Automotive Systems of America.

REQ-152952