South America Talent Acquisition And Employer Branding Head
Publicado el 09 de junio, 2025
Metropolitana de Santiago,
Mixto
Jornada Completa
$ NO INDICADO
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Descripción del Puesto
Description Hitachi Energy is currently seeking a South America Talent Acquisition Lead. Reporting directly to the Talent and Learning - Americas Leader, you will play a vital role within the organization as you will be responsible for the strategy and execution of our talent acquisition initiatives across a complex, global business within several geographies, in a stable and growing business. Help our team to lead sustainable energy future for all. You will ensure effective talent acquisition through identification, attraction, and recruitment in line with the companys business needs. By joining us, you will ensure our team is prepared to meet the organizations current and future needs according to the continuously evolving business environment. You will have the opportunity to grow your skills by working closely with business leaders and global partners to create and execute talent acquisition programs for several complex, global business units consisting of multiple functional roles. Your Responsibilities Team Management: Lead, direct, evaluate and develop a team of 5+ Talent Acquisition, sourcing and Employer Branding professionals to ensure that the organizations talent acquisition strategy is implemented effectively and is a best-in-class talent function, driving the business strategy via talent needs Help connect the team to our four Leadership Pillars: connect People to Purpose, People to People, People to Potential, and People to Performance; drive team development and engagement. Drive this also through the business via the talent acquisition process, such as hiring for potential. Partner with our HR Operations team as we move to Workday implementation in 2023, drive change management in business and HR and support Talent Partner in this transition Drives Diversity, Equity and Inclusion via the Talent Acquisition process, including culturally advancing our Diversity 360 people strategy, diverse outreach Collect and provide ongoing feedback to team as well as management, be very visible to the business to share metrics and strategies and align to business strategies – short and long term. Suggest new ideas for improving talent acquisition team and research for trends. Keeps close alignment and collaboration with the global Talent Acquisition lead. Drives the acquisition of digital talent and diverse talent from other industries, partnering with the business to think creatively about their current and future needs. TA Channel Management: Manage the relationship with external providers (head hunting agencies, temporary worker agencies, etc.) for the assigned geography, including contracting, escalations and evaluation of the relationship. Develop thoughtful, comprehensive, position-specific search strategies that leverage best practice recruiting methodologies. Manage different recruitment channels, compares effectiveness of the channels, formulates best practices. Ensure compliance with talent acquisition process standards and best practices. Share best practices from assigned geography within global Talent Acquisition team, introduces and tests new developments from other regions. Ensure high level quality recruitment and customer satisfaction across area of reasonability Talent Evaluation and Screening: Analyze resumes for executivemanagement roles for relevant skills, knowledge, and qualifications, conduct screening interviews, assist hiring managers with interviews, testrank candidates, and provide feedback to unsuccessful candidates. Qualify candidates for current or future openings in executivemanagement roles. Work hand in hand with talent management and ensure internal talent bench strength to be developed according to companies needs and serve as source of internal candidates. Work with executive search firms or other placement agencies to develop and maintain a highly qualified candidate pool. Talent Staffing and Planning: Forecast future hiring needs. Identify talent on the market and build a pipeline of candidates for future vacancies. Understand talent supply and demand dynamics in the countries of responsibility and help develop hiring plan together with business and HR, especially as we look to meet our mid-term plan growth needs over the next five years. Your background Degree required in applicable field Fluent in English and Portuguese with business proficiency or fluency in Spanish Professional recruiting with a strong command of strategies and techniques andor Internal talent managementdevelopment programs andor HRBP experience Strong people leader with ability to ensure engagement and development Excellent business partnership and collaboration; forward-thinking to develop and implement new ideas, while bringing people along the way. We believe Diversity + Collaboration = Great Innovation Solid understanding of the local laws, regulations and requirements as related to recruitment of personnel and employment. Knowledge of business environment, current business and industry trends and its implications for talent processes. Preference for digital industry experience and ability to influence a more traditional industry business model to adapt to the future needs Demonstrated understanding of how HRTalent function contributes to business strategy Understanding of succession planning programs and methodologies Knowledge of CRM tool and experience leveraging the tool to source candidates as well as manage relationships Preferred experience in implementing new tools and change management Strong Talent Management and HRBP experience will be helpful to successfully address the challenges in this role Experience in a global, highly matrixed organization #J-18808-Ljbffr
Requisitos del Puesto
Educación Requerida: Secundario Edad: 18 años mínimo Experiencia Requerida: 1 año en puestos similares Disponibilidad para viajar: No Disponibilidad para mudarse: No
Aviso Importante: Este aviso fue redactado y es administrado por el anunciante, por lo cual nuestra empresa no se hace responsable por su contenido.
