Regional Head of Talent Acquisition and Onboarding, Canada : 00008RN1
Role Title: CHFYC1 Head of Talent Acquisition
New or Existing Role? Existing
GCB Grade: 4
Accountable for the overall delivery of a sizeable Talent Acquisition & Onboarding function across all segments and businesses in Canada
Hiring & management of Temporary workers
To implement and run a highly commercial operational service and platform that maximizes candidate and hiring manager experience aligned to HSBC brand values whilst ensuring compliance with regulatory, audit and legislative requirements.
To performance manage the suppliers (RPO/MSP/VMS) against the service level agreements and ensure a high quality and cost effectiveness service is delivered, in line with the Group’s structured vendor management standards.
To directly manage the delivery of recruitment outside the scope of the RPO provider e.g. executive recruitment
Impact on the Business
Delivery of the overall recruiting numbers across all segments and business lines, in response to planned and unplanned demand
Reduction in expenditure through reduced costs of recruitment and maximizing innovative & efficient sourcing solutions
Reduce time to fill vacancies to increase potential productivity.
Consistently and rigorously vetted Candidates mitigating business risk
Creation of ‘Candidate Pools’ of talented individuals to support strategic business growth
Support of strategic business initiatives though a commercial and market-aligned resourcing advisory and delivery service
Accountability for diverse sourcing channels and fair selection process, in line with relevant legislation.
Customers / Stakeholders
HR Leadership Team in Canada
Regional and Global Heads of HR across each business area
Business Areas (Business Lines)
Candidate (external & internal)
Regional Heads of Talent Acquisition & On-Boarding
RPO/MSP/VMS third party vendors
Leadership & Teamwork
Development and management of Country Talent Acquisition & On-Boarding Team
Compliant and risk managed processes
Operational Effectiveness & Control
Six sigma process/process re-engineering
The Talent Acquisition & On-Boarding Head is required to work to pull the function together and lead a country team
The role sits in Canada and has a diverse set of clients, ranging from investment bank, retail & commercial banking, private banking and the associated operations, technology and functions
Setting out the Talent Acquisition & On-Boarding strategy for the Country and gaining stakeholder buy-in at all levels to support
Overall accountability for the recruitment delivery of employee hires across HSBC in Canada through RPO & in-house teams
Overall accountability for the delivery and on-going management of temporary workers across HSBC.
Overall accountability for ensuring the function operates in line with HSBC standards and ownership of the Country Talent Acquisition & On-Boarding operations team to drive standards and mitigate risk
Direct Management of Recruitment Team encompassing
Recruitment Compliance Manager
Task management of RPO/MSP/VMS Account Director/Manager to deliver the recruiting agenda
Responsibility for RPO/MSP governance (specific requirements as set out in the governance schedule) including escalation where necessary.
Key stakeholder management, working closely with the HR Generalist community and key personnel within HSBC to communicate the success of recruitment and resolve any potential issues and risks
Subject matter expert regarding all aspects of Talent Acquisition & On-Boarding within the Country.
Ensuring the team is aware of changing legislation together with reviewing existing policies and procedures against current and future FIM requirements
Working with R&A teams and presenting MI that allows HR to identify the value and quality of hires, increasing quality and effectiveness of the new entrants
Ensuring RPO/MSP/VMS SLAs are met to reduce cost of hire, increase speed of hire and increase quality of hire.
Measurement and improvement of the level of satisfaction and engagement of candidate and line manager through the recruitment process. To be tracked by the RPO provider and measure against RPO SLAs.
Implementing globally consistent improvements to the recruitment proposition, based on feedback and/or MI
Ensuring the appropriate level of Talent Acquisition & On-Boarding resource to support the recruitment activities in line with the End State Model .
Managing the budget and ensuring appropriate cost base control for the function
Monitoring adherence to recruitment approval governance
Supporting Recruitment Managers working with the business on Workforce Planning
Ensuring talent and diversity targets are tracked and progressed.
Number of staff in the Recruitment Team
Number of staff who report directly to the jobholder
Number of staff for whom the jobholder is responsible
Budget of the Resourcing Team
Direct budgetary control exercised by jobholder
Knowledge & Experience / Qualifications
Significant resourcing/HR experience and track record of working in partnership with senior management and other HR colleagues in an intellectually demanding environment.
Significant experience of the various segments of recruitment covering volume, graduate, specialist and executive across both retail and investment banking
Significant experience of managing and driving and external RPO/MSP/VMS vendor including account management, issue/escalation management and monitoring SLA performance of the outsourced provider..
Demonstrable track record in process management and improvement, delivering service excellence and cost reduction through vendor performance management.
Experience in leading large, operational teams (on-site, near and off shore teams), cross boarder and managing performance of individuals and vendors
Experience in interpreting policy and putting in place control points to demonstrate compliance
Experience in analyzing complex quantitative and qualitative data and making commercial decisions with the outcomes.
Proven influencing and coaching skills in an environment where employee engagement is paramount
Experience in leading and monitoring the diversity of candidate pools
Degree and HR qualifications preferred
Business level English
Solid business acumen, commercial awareness and depth of thinking
Emotional maturity and resilience
Proven ability to work under pressure within demanding timescales
Excellent management planning ability with strong attention to detail
Under the Company’s internal ‘Back to Front’/’Front to Back’ transfer policy this role may be classed as High Risk. As a result, internal candidates may require enhanced approvals and vetting checks if they are currently employed in a Front Office department, or if they have worked in a Front Office department within the last 5 years (please refer to the HR FIM definition for further guidance). The enhanced approvals and vetting would need to be completed before the candidate will be confirmed in the role.
Within HSBC certain roles are designated as Enhanced Vetting Roles. For these roles, all internal and external applicants are required (subject to local laws), to pass satisfactorily a series of additional checks both as part of the application process and, if successfully recruited into the Enhanced Vetting role, on an on-going basis. The Group reserves its position with regard to any steps which it may take in relation to any material adverse findings which arise either when the checks are first carried out as part of this recruitment exercise, and/or if relevant, on an ongoing basis.
This role has been designated as an Enhanced Vetting Role. For more information about the relevant additional checks for this role please contact the hiring manager.
We are an equal opportunity employer and are committed to creating a diverse environment.
Job Field : Human Resources
Primary Location : North America-Canada-Ontario-Toronto
Schedule : Full-time Shift : Day Job
Type of Vacancy : Country vacancy
Job Posting : 09-Feb-2017, 06:58:26 Unposting Date : 23-Feb-2017, 18:59:00