The posting
Job Description
JOB PURPOSE
Responsible for planning, developing, and implementing the company’s talent acquisition strategy for the company including building a strong Employer Brand. Manage an administrative team of talent acquisition supervisors, specialists, and coordinators as well as contract workers, as required. Performs activities to ensure integration of the company’s business strategy with talent acquisition practices. Directly supervises the talent acquisition supervisors with indirect oversight of talent acquisition specialists.
RESPONSIBILITIES
Primary responsibilities and tasks:
- Establish an effective talent acquisition strategy aligned with our DNA; develop and implement supporting systems and procedures for filling open requisitions, including sourcing, prescreening, interviewing, selecting, reference checking, and on-boarding candidates
- Develop appropriate marketing strategies, define roles and responsibilities of hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire
- Partner with the Communications team to develop branding and marketing campaigns and strategies that enables NGM to attract the most critical and sought-after talent
- Develop key relationships with the HR Managers and their corresponding senior leadership team members to expedite talent acquisition needs, on-going workforce planning, and integration with NGM’s talent management processes
- Develop a keen understanding of the mining industry and where to find the best talent, along with the knowledge of what it takes to recruit that talent
- Facilitate strategy sessions with HR Managers and hiring managers to proactively address staffing needs and solutions which involves developing an understanding of positions, programs, and site requirements; identify and execute the most effective methods for strategic sourcing, recruiting, and attracting candidates to ensure a solid workforce
- Develop thoughtful, comprehensive, position-specific search strategies that leverage best practice talent attraction methodologies
- Monitor industry employment trends and work closely with the HR Managers and senior leadership to ensure NGM’s talent acquisition approach remains innovative and competitive
- Ensure integrity and compliance with policies and procedures through the entire talent acquisition process, i.e. immigration, background checks, SOX compliance and reporting to minimize potential liability to the company
- Evaluate, improve, and implement new recruiting solutions (search, AI platforms), technologies (ATS and CRM), interview (assessment tools, scoring rubrics) processes to ensure an ironclad and centralized talent acquisition function
- Identify and implement opportunities to develop relationships with agencies, universities, and industry associations
- Manage third-party recruitment firms and vendors to ensure quality and cost-conscious recruitment
- Manage relocation contract; ensure policies are followed and exceptions are justified
- Manage visa and immigration process for the company in partnership with corporate global mobility to ensure consistency
- Monitor and evaluate talent acquisition services on a continual basis and communicate with stakeholders about expectations, needs and delivery of services using data (i.e., turnover, cost/hire, time to fill, projections, re-forecasting)
- Set the social media communication strategy for recruitment campaigns in accordance with the corporate human resources strategic recruitment initiatives and corporate communication’s initiatives
- Participate with corporate and NGM Talent Management teams to align talent acquisition strategies, processes, technology, and communication/marketing materials
- Partner with the HR Operations team to update the workforce planning tool to ensure reliable workforce projects are met each year based on the life-of-mine
- Update and maintain economic, market labor conditions to accurately predict local and national labor market conditions are factored into the workforce planning model
- Ensure the recruitment process is compliant with state and federal and employment laws
- Partner with Total Rewards and corporate global HR teams to ensure smooth on-boarding process for internal and/or international candidates
- Complete employment related special projects and initiatives as assigned (e.g., employee referral incentive, hiring manager training, applicant tracking system processes, marketing I communications, career fairs, etc.)
- Manage and monitor work plans (e.g., set targets and budgets, resources and processes); continually evaluate priorities and resources to meet deliverables and milestones
- Monitor and review performance against HS&E KPIs, and patterns of behavior within the area of responsibility; Take action to improve performance and resolve non-compliance within the organization's HS&E policies, procedures, and manditory instructions
- Manage and report on performance within the Talent Acquisition department; set appropriate performance objectives for direct reports and hold them accountable for achieving these; take appropriate corrective action where necessary to ensure the achievement of annual business objectives
- Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build the Talent Acquisition team’s professional capabilities.
QUALIFICATIONS
Education
- Bachelor of Science degree in HR, Organizational Development, Psychology, Business or related field; Master’s Degree and/or PHR/SPHR Certificate or equivalent experience
Experience
- Minimum eight (8) years’ experience in talent acquisition (agency/corporate) combined with three (3) years’ experience leading, building, and coaching a recruitment team
- Demonstrated orientation to understanding the business and business strategy, and the ability to apply talent acquisition processes and tools to support strategic business objectives
- Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job
CORE VALUES & COMPANY DNA
Zero Harm Workplace
Because our people are our greatest asset, safety is of paramount importance. It is inherent in every part of our business and is everyone’s responsibility to adhere to our safety standards. As a business, it is an integral requirement to not only ensure the safety of our employees, but also the communities in which we operate. We aim to mitigate known hazards and target a zero-harm workplace.
Responsible and Accountable
Act as owners, respect each other as peers and work as a team towards achieving our mission (One team, One Mission). Take initiative. Own up to mistakes and learn from them. Drive change. Lead by example and always look for ways to make things better.
Partnerships
We foster genuine partnerships and deliver on our commitments to partners. Earn trust and create transparency to build and enhance enduring partnerships between our employees, shareholders, stakeholders and with the countries and local communities in which we operate.
Build a Sustainable Legacy
We earn our social license by being a valued member of our host communities by creating economic activity. We manage the impact of our operations and strive to be the industry leader in safety, health, and environmental practices.
Results Driven
We are results-driven through agile decision-making and disciplined execution. Keep it simple and deliver fit-for-purpose solutions.
World-Class People
Attract and develop strong, world-class people who are informed and involved in the processes of the company. Who act with integrity and are tireless in their pursuit of excellence.
Be Honest, Transparent, and Act with Integrity
We communicate directly, honestly, and transparently. Create platforms to enable employees to feel free to voice their opinions. Act with integrity, always.
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