Establish a Regional Center of Excellence for the Talent Sourcing and Talent Acquisition common services for small to medium size country offices in the RBC region. Staff and lead a team of Talent Acquisition/Sourcing specialists to bring in efficient turnaround times and enhance the pool of quality candidates; monitor performance/fulfillment, and provide coaching, training, guidance, and consultation to ensure capacity development and enable high performance.
Hard to fill Positions ? offer next (tier 2) level specialized support (end-to-end recruitment or sourcing support) for positions that are ?hard to fill? due to low supply or due to deployment to ?Difficult locations?, ?Senior level?, ?Emergency Outbreak?, ?Language specific? or ?Senior Level? positions and at times confidential requirements too.
Talent Sourcing Capacity Building Programs - further develop regional level Center of Excellence to support Country offices and effectively use social media platforms. Set the direction for the Centre of Excellence operations by going beyond established processes to develop TA best practices: specifically, develop new procedures for analyzing job markets, establish process for effective talent sourcing; set new selection minimum quality standards and metrics to track progress; build capability with the existing TA teams in the Country Offices and deliver on hard to fill positions where there is no local capacity.
Interviewing skills, capacity-building programs to first-time interviewers, and refresher sessions to existing interviewers across the region.
Regional Roster Programs ? In collaboration with RBC department heads, design and develop various Roster of expert profiles or gender-specific candidates (International Consultants), act as point of contact / high touch engagement for Roster candidates. Build new Rosters in line with RBC Transformation themes/ outcomes.
End-to-end recruitment of National Staff Professional or equivalent & above Recruitment and ownership, as a service offered to Country Offices.
Labor Market Analysis ? conduct macro-level research on Talent availability and trends in RBC countries and identify potential gender talent source studies for various countries in the region.
Recruitment Affiliate Partnerships - Built partnerships with external professional associations for targeted recruitment marketing and outreach programs. Collaboration with ?UN Volunteers? as a channel leading to ?Build Talent? initiatives.
Assessment Tools ? drive adoption of Psychometric / Personality Assessments tools with a view to eliminate/reduce unconscious bias in selections.
Recruitment / Sourcing Tools - Collaborate with HQ and other stakeholders to program manage deployment of various recruitment and sourcing tools (iMocha Technical Assessment, Textio, iMocha Video Interviewing or equivalent tools, etc.). Act as Regional Point of contact for procurement/deployment/adoption of tools such as ? Recruiter?, ?Bayt? etc. Ongoing evaluation of new tools
KEY ACCOUNTABILITIES (continued)
Diversity Recruitment Programs ? Analyze workforce and recruitment data and metrics to identify gaps & diversity recruitment opportunities and collaborate with country HR teams to help identify key challenges & opportunities. Constantly improve the gender diversity and drive the improvements of talent attraction and recruitment approaches, especially to attract qualified female candidates (with special attention on diaspora), especially to hardship locations.
Analyze and Prioritize Strategic Workforce Planning (SWP) Action Plan implementation ? Analyze Demand / Staffing needs based on SWP Outcomes and segment Talent enhancement. Conduct Market Research, Talent Mapping to meet new Talent capabilities, that are likely to be brand-new capabilities for WFP.
Career Transition Services based on SWP outcomes, develop a catalog of transition services along with identified external partners.
Regional Employer Branding Program - In collaboration with the Communications Team, collaborating countries in the region, and other stakeholders, lead /program manage Regional Employer Branding initiatives to disseminate our EVP attributes to targeted talent segments that we are not organically attracting.
Advocate for the adoption of high-quality standards in Talent Acquisition with the management and the HR leaders in the Region, show benefits of the improved process, and support resource mobilization to deliver on the goals. Act as an advisor for Country Directors and Regional Director on hiring requests and best choice of talent sourcing based on internal and external talent availability.
