At a Glance
- Tasks: Lead global talent acquisition strategies and drive innovative recruitment solutions.
- Company: Join a dynamic team at S&P Global, committed to advancing essential intelligence.
- Benefits: Enjoy competitive pay, health benefits, flexible time off, and continuous learning opportunities.
- Other info: Be part of a diverse team that values integrity, discovery, and partnership.
- Why this job: Make a real impact by shaping the future of talent acquisition in a collaborative environment.
- Qualifications: Proven leadership in global recruitment and strong analytical skills.
The predicted salary is between 72000 - 88000 £ per year.
About the Role:
The Global Talent Acquisition Lead for the Market Intelligence & Chief Commercial Office acts as a strategic partner and business advisor, setting the talent acquisition strategy for Market Intelligence & CCO, advising senior leaders on workforce choices, building future-ready capabilities, and influencing the broader enterprise TA agenda. In a rapidly evolving environment, this role requires strategic engagement with divisional leaders to align talent acquisition strategies with business objectives and drive innovative solutions. The individual will leverage market insights and data-driven approaches to enhance recruitment processes and support the organization's growth and transformation.
The Team:
The Market Intelligence Talent Acquisition team is composed of recruiters based in various global locations, bringing diverse perspectives and expertise. We value Discovery, Integrity, and Partnership, which drive our commitment to excellence in hiring. Our collaborative environment fosters innovation and supports personal and professional growth, making us a dynamic force in the talent acquisition landscape.
Responsibilities and Impact
- Set the strategic direction for the global team, building a high performing, agile organization with strong leadership succession and scalable capabilities.
- Own and evolve a multiyear talent acquisition strategy and roadmap aligned with the business growth, transformation, location and capability priorities.
- Serve as a trusted advisor to senior business & people leaders providing perspective on talent availability, workforce risks, location strategy, skills and investments.
- Work closely with the HR function to help drive the talent strategy.
- Translate workforce data, external labor market intelligence and recruiting analytics into executive insights and actionable talent decisions.
- Utilize data-driven insights to optimize recruiting strategies and improve hiring outcomes.
- Ensure compliance with global hiring regulations and company policies.
- Foster a culture of diversity, equity, and inclusion within the talent acquisition team.
- Engage and develop close relationships with key stakeholders to align talent acquisition strategies with business objectives.
- Enhance the candidate experience by streamlining the hiring process and implementing best practices for engagement.
Basic Required Qualifications:
- Experience leading a team of recruiters in a matrixed global organization.
- Proven experience in leading a global or multi-regional talent acquisition team.
- Strong leadership skills with a focus on mentoring, people development, and building a bench of future leaders.
- Ability to engage at a strategic level with key stakeholders to drive talent acquisition initiatives.
- Demonstrated ability to drive innovation within talent acquisition processes.
- Strong ability to present critical market insights on the availability, cost, and location of specific talent, and make strategic recommendations based on these insights.
- Strong collaboration skills to work effectively with a broad range of internal and external stakeholders.
Additional Preferred Qualifications:
- Advanced knowledge of talent acquisition technologies and platforms.
- Strong analytical skills with the ability to interpret data and make informed decisions.
- Proven track record of implementing diversity, equity, and inclusion initiatives in hiring practices.
- Ability to drive improvement initiatives independently and collaborate on cross-divisional and enterprise projects.
- Strong influencing skills to steer talent acquisition strategies and initiatives effectively.
Our Mission: Advancing Essential Intelligence.
Our Values: Integrity, Discovery, Partnership.
Benefits: We take care of you, so you can take care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.
Global Hiring and Opportunity at S&P Global: At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent.
Equal Opportunity Employer: S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law.
Global Talent Acquisition Lead, Market Intelligence & Chief Commercial Office in London employer: Osttra
S&P Global is an exceptional employer, offering a dynamic work culture that fosters collaboration and innovation in the heart of London. With a commitment to employee growth through continuous learning opportunities and a comprehensive benefits package, including health and wellness support, flexible downtime, and family-friendly perks, S&P Global empowers its employees to thrive both personally and professionally. Join a diverse team dedicated to advancing essential intelligence and making a meaningful impact in the global market.
StudySmarter Expert Advice🤫
We think this is how you could land Global Talent Acquisition Lead, Market Intelligence & Chief Commercial Office in London
✨Dive into the Talent Acquisition Community
Get involved with communities specifically aimed at talent acquisition and recruitment. Follow popular forums, like the HR and recruitment threads on LinkedIn Groups or join Talent Acquisition Meetups in your area. Networking with fellow recruiters and industry experts can lead to hidden job opportunities and insider tips!
✨Show Off Your Expertise at Recruitment Events
Attend recruitment fairs and industry conferences where companies, including Osttra, often showcase their hiring needs. Not only can you meet potential employers face-to-face, but you can also demonstrate your passion and knowledge about the field. Make sure you've got some thoughtful questions ready to impress!
✨Leverage Your University Connections
If you’re a recent grad or still connected to your university, tap into their career services. Many universities have exclusive job boards and connections with companies eager to hire fresh talent in recruitment roles. Plus, you never know who might be able to put in a good word for you at places like Osttra!
✨Tailor Your Digital Footprint
Make sure your online presence reflects your passion for talent acquisition. Share articles, join discussions, and post about trends in recruiting to establish yourself as a knowledgeable candidate. Recruiters often check candidates out online, so use platforms like LinkedIn to showcase your insights and enthusiasm for discovering the right talent!
We think you need these skills to ace Global Talent Acquisition Lead, Market Intelligence & Chief Commercial Office in London
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at Osttra that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Global Talent Acquisition Lead, Market Intelligence & Chief Commercial Office at Osttra, tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at Osttra
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch Osttra to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
