What are the responsibilities and job description for the Director, Talent Acquisition position at STERIS?
At STERIS, we help our Customers create a healthier and safer world by providing innovative healthcare and life science product and service solutions around the globe.
Position Summary
The Director, Global Talent Acquisition is responsible for designing, executing and measuring global talent acquisition strategies, processes and programs that support the attraction, sourcing, assessment and selection of talent needed to meet current and future business needs. Additionally, this role partners closely with business leaders, HR partners and hiring managers to develop strategic workforce plans, talent sourcing and pipeline strategies to support talent acquisition strategies and future business growth and needs. This individual has significant leadership and managerial responsibilities to ensure high-performing and engaged recruitment teams in key regions of the company.
This role is also responsible for the for the identification, measurement, assessment, and continuous improvement of global talent acquisition metrics/KPIs, including candidate experience, hiring manager satisfaction, recruiter performance, funnel/pipeline metrics (including candidate diversity), quality of hire, cost per hire and time-to-offer/time-to-fill. This role will lead the next level of breakthrough results through building a strong understanding of STERIS’ business strategies, consultative and collaborative partnerships with key stakeholders, establishing disciplined and inclusive talent practices and building and developing a team of highly capable and motivated talent acquisition professionals.
Duties
- Establish and lead the execution of a global talent acquisition vision, strategy and roadmap that effectively aligns attraction, recruitment and assessment resources. Effectively translate short, mid and long-term business needs into strategic initiatives that drive quantifiable outcomes.
- Design, build and execute disciplined, scalable and inclusive talent processes and programs that can support current and future business growth and organizational changes. Establish and lead a global talent acquisition governance structure that supports the localization of global talent acquisition processes and programs and guides global and local decision making to ensure compliance to local laws and regulations.
- Design and manage a global talent acquisition structure that aligns an integrated team across geographic regions; continually assessing and determining the optimal balance of centralization vs. decentralization and global vs. local.
- Develop and lead a high-performing team of regional leaders and recruiters, inspiring them to achieve next-level recruitment goals across the organization. Measure, monitor and coach recruiter performance. Effectively organize and manage recruitment operations to ensure strong operational front and back-end support to recruiting teams.
- Identify, measure and assess functional performance and business impact through establishment and tracking of key performance indicators (KPIs) and use of quantitative and qualitative data. Identify and provide data-driven insights that help drive internal strategies and actions.
- Evaluate external trends, benchmarking and best practices to identify opportunities for continuous improvement. Maintain strong external perspective of the evolving talent marketplace and candidate behavior/expectations, including remote and hybrid work models and virtual interviewing, hiring and onboarding experiences.
- Build and maintain strong working relationships with senior business leaders, HR partners, hiring managers and internal and external stakeholders and partners, operating as a trusted advisor and consultative partner . Establish self and team as credible, collaborative, consultative and value-add business partners.
- Design and deliver a thoughtful and intentional diversity, equity and inclusion strategy for talent acquisition and recruiting/hiring practices. Ensure talent processes for attraction, assessment and selection are inclusive, mitigate/control for bias and support organizational diversity recruitment goals. Coach and teach strategies for eliminating and mitigating bias in all aspects of attraction, selection, assessment and hiring.
- Leverage and optimize existing recruitment technology to further automate and streamline recruitment and hiring processes. Identify, assess and implement new recruitment technology to enhance efficiency, reduce cost-of-hire and solve for business needs/problems.
Duties - cont'd
- Establish and effectively communicate a strong global and localized employment brand and employee value proposition (EVP) for both the organization and critical talent segments. In partnership with Corporate Communications, align and optimize recruitment marketing strategies and content, including building a cohesive and attractive brand on STERIS’ social media channels.
- Establish talent sourcing and recruitment strategies grounded in a well-informed view of the external talent market. Proactively source and build talent pipelines for critical talent segments. Innovate and experiment with new souring strategies, tools and approaches.
- Design and deploy a cohesive University Relations (UR) strategy to attract and build a diverse and robust early career talent pipeline for the organization. Partner with Talent Development to build and deploy an effective and engaging U.S. Co-Op and Internship program.
- Build, lead, coach and inspire a global team of highly motivated and capable regional talent acquisition leaders who are in turn building, managing and developing their teams of high performing and engaged team members.
- Plan and manage talent acquisition budget and resources. Tack and analyze budget expenditures to measure cost effectiveness. Identify opportunities for cost savings and increased ROI. Optimize resource allocation to drive functional efficiency and effectiveness.
- Manage and leverage external vendor partnerships. Lead and navigate contract negotiations.
Education Degree
Required Experience
- A minimum of 15 years of experience supporting full-cycle corporate recruitment, including periods of high growth, with a minimum of 10 years of experience leading an internal recruiting function. Global experience within a manufacturing or professional services organization required.
- Bachelor’s degree from a four-year accredited institution required; Master’s degree preferred.
- Visionary and strategic thinker with ability to translate and communicate strategy into practical application and measurable business impact. Ability to identify and implement creative solutions to complex problems.
- Experience and intimate familiarity with a variety of recruitment staffing models, including leading an assessment, proposal, and implementation process. Strong organizational design and change management capability.
- Strong track record demonstrating superior ability to source and attract top talent, assess capability, motivation and fit and successfully close candidates – all while creating an exceptional candidate experience.
- Demonstrated success driving improvements to recruitment performance (time-to-offer and quality of hire).
- Exceptional people leadership capability, with a demonstrated history of attracting, developing/coaching, engaging and retaining high-performing and potential talent.
- Quantifiable success growing top of the funnel diversity and diversity of hires.
- Experience with a variety of recruitment technology solutions and vendors, including leveraging recruitment technology to drive recruitment performance and reductions in cost-of-hire.
- Strong analytical orientation with a strong bias for data-driven decision making. Demonstrated ability to navigate comfortably and seamlessly between strategic thinking and tactical execution.
- Ability to navigate ambiguity and demonstrate agile thinking, behavior and decision making. Approaches work with intellectual curiosity and openness.
- Exceptional client relationship/partnership skills with the ability to communicate proactively and cultivate strong relationships with individuals at all levels of the organization and across geographic regions.
- Strong business and financial acumen and saavy.
- Deep understanding of employment and immigration selection and hiring laws and legislation.
STERIS is a leading provider of products and services that meet the needs of growth areas within Healthcare: procedures, devices, vaccines and biologics. We exist to fulfill our MISSION TO HELP OUR CUSTOMERS CREATE A HEALTHIER AND SAFER WORLD. STERIS is a $3B, publicly traded (NYSE: STE) company with approximately 16,000 associates and Customers in more than 100 countries.
If you need assistance completing the application process, please call 1 (440) 392.7047. This contact information is for accommodation inquiries only and cannot be used to check application status.
STERIS is an Equal Opportunity Employer. We are committed to equal employment opportunity and the use of affirmative action programs to ensure that persons are recruited, hired, trained, transferred and promoted in all job groups regardless of race, color, religion, age, disability, national origin, citizenship status, military or veteran status, sex (including pregnancy, childbirth and related medical conditions), sexual orientation, gender identity, genetic information, and any other category protected by federal, state or local law. We are not only committed to this policy by our status as a federal government contractor, but also we are strongly bound by the principle of equal employment opportunity.
The full affirmative action program, absent the data metrics required by § 60-741.44(k), shall be available to all employees and applicants for employment for inspection upon request. The program may be obtained at your location’s HR Office during normal business hours.