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31

May

Talent Acquisition Lead (Australia)

Microsoft - Sydney, NSW

HR & Recruitment
Source: uWorkin

JOB DESCRIPTION

Overview

Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission.

This is an exciting time to be in Talent Acquisition at Microsoft. Microsoft is transforming and the role of the Talent Acquisition Lead will enable our business to accelerate their transformation through hiring amazing talent that will help shape Microsoft, and the world!

The purpose of this role will be to manage the delivery of all experienced hire activity across Australia in hyper growth mode, bringing creative and innovative ways of working to give us a competitive edge when attracting the best talent in the market. The job will include managing staffing consultants, owning hiring targets and key performance indicators, and ensuring inclusive hiring practices. The successful candidate will report directly to the Sr. Talent Acquisition Director for Asia and act as a key member of the Asia Talent Acquisition Leadership Team.

Responsibilities

People Management

  • Managers deliver success through empowerment and accountability by modeling, coaching, and caring.
  • Model - Live our culture; Embody our values; Practice our leadership principles.
  • Coach - Define team objectives and outcomes; Enable success across boundaries; Help the team adapt and learn.
  • Care - Attract and retain great people; Know each individual’s capabilities and aspirations; Invest in the growth of others.

Stakeholder/Client Engagement
  • Uses data and metrics, and an understanding of the long-term business requirements, to advise a division, set of countries, or subsidiary on the implications of talent gaps. Leads the development of staffing processes and strategies.
  • Applies deep knowledge of factors relevant to the business and hiring managers' needs (e.g., time to hire, location, budget) and uses this knowledge to guide the development of end-to-end hiring plans aligned to the needs of the business group, division, region, or subsidiary.
  • Consults a division, region, or subsidiary on critical talent needs and opportunities. Presents and frames information in a way that speaks to the business needs and influences leaders to embrace differentiated and alternative types of talent (e.g., compete, diverse, nontraditional) that may not be typically considered.

Data Analysis & Hiring Plans
  • Analyzes relevant data and trends to provide insight and set plans to meet hiring goals. Connects data to cross-organization goals and leads conversations across groups to address broad hiring issues. Leads the implementation of a hiring plan for complex organizations, areas, or talent pools that addresses both business demand and availability of talent for a division’s, set of countries, or subsidiary’s short-term and long-term needs (12 months and beyond).

Candidate Attraction
  • Uses deep knowledge of competitor opportunities to differentiate Microsoft’s unique career possibilities, advantages, and rewards and leverage a consistent, compelling message that conveys the most significant motivators to prospective candidates.
  • Shares proven stories that help others across the discipline to source, recruit, and/or close candidates. Tracks candidate activity and shares with internal stakeholders.
  • Coaches the client to represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors.

Candidate Experience
  • Gathers requirements and develops hiring plans that meet candidate needs throughout the hiring lifecycle, often for critical, complex, high level or high volume candidate searches. Owns the candidate experience and prepares candidates for next phases of the process. Enhances the candidate experience at all phases of the relationship by proactively identifying factors that may adversely impact the candidate and partnering with business leaders to develop mitigation strategies.

Talent Sourcing
  • Leverages long-term relationships with talent pools and communities across the industry. Develops a comprehensive approach that integrates multiple concepts (e.g. community building, business intelligence) to create an innovative sourcing strategy for a division, set of countries, or subsidiaries.
  • Shares candidates across teams, and is responsible for developing and implementing strategies to generate and meet targets for differentiated talent for a division, set of countries, or subsidiaries.

Candidate Assessment & Screening
  • Manages the candidate assessment framework and identifies, adopts, and evangelizes best practices that ensure high-quality hires. Identifies opportunities for improvement and leads the creation of assessment materials by identifying relevant competencies and job criteria.
  • Manages the candidate screening framework, and identifies, adopts, and evangelizes best practices that ensure effective screening processes and a qualified talent pool.

Operational Compliance & Excellence
  • Leads the optimization of staffing policies, systems, and processes throughout their organization, and guides stakeholders on the impact of these changes.
  • Holds their team accountable for maintaining current documentation on candidates’ qualifications and status in the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation). Drives team to capture relevant data in recruiting platform and monitors and oversees quality of data capture.

Other
  • Embody our culture and values

Knowledge, Skills And Abilities
  • Business Acumen - The ability to understand the parts of the business and their interrelationships. This includes skill in understanding the industry, competition, and expected future developments and challenges, the business's competitive strengths and weaknesses, opportunities to grow the business and reduce operating costs; and awareness of the environment for opportunities.
  • Diversity - The ability to establish and promote diversity and inclusion in multiple aspects, including the ability to identify high-performing and diverse talent, acknowledge/provide accelerated development opportunities and available resources, create and maintain an environment of objectivity, open communication, and respect. This may also include the ability to implement and support strategies and initiatives that build high-performing, diverse and inclusive teams, and support formal diversity goal requirements.
  • Data Analysis - The ability to systematically gather information from a variety of sources, analyze information, identify implications of data, draw conclusions, generate alternatives and solutions, and evaluate the consequences of choosing each alternative using quality metrics and data. This includes the ability to convert general data and findings into applied, specific information and suggestions that add value to business planning and strategies.
  • Recruiting Management - Knowledge of and the ability to manage various aspects of recruitment and recruiting processes in an organization, including strategic development and delegation of resources.
  • Recruitment Negotiating - The ability to achieve mutually satisfying agreements in negotiations with others by listening to their objectives, acting as the company's representative to effectively communicate the company's objective, and seeking common ground and collaborative solutions in the realm of recruitment (e.g., closing, compensation negotiations, vendor negotiations).
  • Systems Thinking - The ability to analyze and recognize how a system's parts interrelate and how sub-systems work over time within the context of larger systems. This includes the ability to view systems with a broad perspective and identify overall structures, patterns, and cycles.

Qualifications

Required/Minimum Qualifications
  • 10+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
    • OR Bachelor's degree in Human Resources, Business, Liberal Arts, Computer Science, Engineering, or related field AND 8+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role.
  • 2+ years formal leadership/managerial experience.

Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances.

Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.