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- Tasks: Lead talent acquisition and management, coaching teams on innovative talent tools.
- Company: Dynamic software company with a global presence and a focus on employee development.
- Benefits: Competitive salary, remote work flexibility, and opportunities for professional growth.
- Other info: Join a fast-paced team that values innovation and continuous learning.
- Why this job: Make a real impact in shaping talent strategies across diverse teams in EMEA.
- Qualifications: 7+ years in multi-country environments, fluent in English and either French or Spanish.
The predicted salary is between 60000 - 75000 £ per year.
Our Client is keen to recruit a Talent Business Partner into the People Team, where they will focus on Talent Acquisition and Talent Management.
Before reading on, it is ESSENTIAL that anyone applying to this role:
- Is currently resident in the UK,
- Speaks French and / or Spanish fluently (or to a business level as a minimum),
- In addition to having a depth in the skills described below.
Our client has approximately 1,200 employees (Sales & Go To Market, Software and IT Engineers and Support functions) who work across 18 countries in EMEA delivering Software and SAAS solutions to B2B customers.
Your role as Global Talent Business Partner will bring immense added value as an expert in talent acquisition & management. You will coach the business on how to leverage talent tools and principles, all of which are relatively new to the business. You will be the talent management specialist & trusted advisor to the business, taking & seeking direction whilst being a self-starter who can work independently by building strong partnerships whilst working remotely with colleagues across EMEA.
Key Responsibilities:
- Recruitment: Ownership of global headcount forecasting. Build relationships with each country’s teams, keeping connected to upcoming vacancies in order to connect with Managers and coach them in direct attraction (using LinkedIn Recruitment). Ensure that where agencies are used, the terms and conditions of delivery meet expectations. Embed a standardised interview process across the business. Design a hiring process which utilises psychometrics as suits the job type/level.
- Learning & Growth: Become the owner of the global digital learning platform (currently LinkedIn Learning). Promote the importance of continuous learning/learning agility. Digitise & automate global onboarding, without relying on custom tools and platforms. Create targeted learning paths, pushing them organisation-wide in line with the group’s learning strategy. Onboard external learning partners, ensuring their content aligns with the standards of the business & insisting all programmes promote the Values & Competencies of the business. Create/leverage learning analytics to ensure ‘healthy’ learning behaviour and routines. Support countries who may need help accessing reports for statutory learning reporting. Be connected to the business to gather information on training trends/needs as well as be predictive about them.
- Employee Experience: Promote use of listening and feedback principles. Take ownership of our Employee Listening process (via the Qualtrics platform). Push ownership of results, coach managers in how to discuss key messages and create improvement actions with their team.
- Employer Branding: Be a champion of employer branding, evolve tools and collateral to promote the company with existing/incoming/outgoing talent. Partner with Corporate Marketing (owners of internal communications & storytelling on social platforms) by providing ideation for storytelling and key facts that help promote our business to the exiting workforce & future talent.
- Systems & Analytics: Passionate about HR & Talent Data/Analytics. Creation of the first HR & Talent dashboard gathering data from multiple sources, creating key analytics to inform the CPO of critical trends. Play a critical role in the upcoming global project to create a single platform with global employee data for both HR & Talent analytics as well as business process automation. Post project, you will be the owner/go-to data lead for the platform for all HR elements.
Key skills & experience:
- Ability to work independently in a fast-paced environment.
- Apply learnings to continuously innovate and evolve the talent landscape.
- 7 years+ experience in a multi-country and multi-language environment.
- Some experience in the use of Power BI, ATSs etc.
- Strong working knowledge of GDPR to ensure compliance of talent processes & platforms.
Ideal Candidate Profile:
- Bachelor’s degree or equivalent experience.
- Proficiency in Microsoft Office and digital tools, with a high degree of digital fluency.
- Exceptional communication skills in English, both written and spoken AND IT IS ESSENTIAL THAT YOU ARE FLUENT IN EITHER FRENCH OR SPANISH.
- Strong organisational skills with the ability to prioritise tasks effectively.
- Ability to work at distance yet stay connected globally – every day.
- An attitude of confidence balanced with humility.
Senior Talent Acquisition Specialist in Slough employer: BakerAventine - Leadership Search Partners
Contact Detail:
BakerAventine - Leadership Search Partners Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior Talent Acquisition Specialist in Slough
✨Tip Number 1
Network like a pro! Reach out to your connections on LinkedIn and let them know you're on the hunt for a Senior Talent Acquisition Specialist role. You never know who might have the inside scoop on job openings or can refer you directly.
✨Tip Number 2
Prepare for those interviews! Research common questions for talent acquisition roles and practice your answers. We recommend using the STAR method to structure your responses, showcasing your experience and skills effectively.
✨Tip Number 3
Show off your language skills! Since fluency in French or Spanish is essential, be ready to demonstrate your proficiency during interviews. Consider preparing a brief introduction about yourself in both languages to impress your interviewers.
✨Tip Number 4
Apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who take the initiative to connect with us directly. Don’t miss out on the chance to stand out!
We think you need these skills to ace Senior Talent Acquisition Specialist in Slough
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the role of Senior Talent Acquisition Specialist. Highlight your experience in talent acquisition and management, and don’t forget to mention your language skills in French or Spanish!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you’re the perfect fit for this role. Share specific examples of how you've successfully managed talent acquisition in a multi-country environment.
Showcase Your Digital Skills: Since we’re all about digital tools, make sure to highlight your proficiency in platforms like Power BI and any ATS systems you’ve used. This will show us that you’re ready to hit the ground running!
Apply Through Our Website: We encourage you to apply through our website for a smoother application process. It’s the best way for us to receive your application and keep track of it!
How to prepare for a job interview at BakerAventine - Leadership Search Partners
✨Know Your Stuff
Make sure you’re well-versed in the key responsibilities of the role. Brush up on talent acquisition strategies, psychometric tools, and how to leverage digital platforms like LinkedIn Learning. Being able to discuss these topics confidently will show that you’re not just a good fit, but a proactive candidate.
✨Language Skills Matter
Since fluency in French or Spanish is essential, practice your language skills before the interview. Prepare to answer questions in your chosen language, and don’t shy away from showcasing your bilingual abilities. This will demonstrate your readiness to engage with diverse teams across EMEA.
✨Showcase Your Data Savvy
Be prepared to discuss your experience with HR analytics and tools like Power BI. Think of examples where you’ve used data to drive decisions or improve processes. This will highlight your analytical skills and your ability to contribute to the company’s talent management strategy.
✨Build Connections
Since the role involves working remotely with various countries, emphasise your ability to build strong relationships. Share examples of how you’ve successfully collaborated with teams across different locations. This will reassure them that you can maintain connections and foster a positive employee experience, even from a distance.