The Talent Acquisition (TA) and RPO Manager,Asiais responsible fordrafting and implementing TAstrategyand leadingall recruitment activities in the region across Global Business Units and Global Functions, in collaboration and alignment with the HR/Business community. He/She will design, implement, and manage TA/recruitment solutions,manage all outsourced partners including RPO and selected vendors across ASIA to ensure the optimal investment and ROI for us in vendor management, andpromote Sanofi as an employer of choice and attract the best diverse talents into ourAsiaoperations.
Key Responsibilities include:
Translations of Workforce plans into Concrete TA/Recruitment Strategy and Hiring Plans
Engage HR leads to translate workforce plans into appropriate TA/Recruitment strategy and Hiring plans.
Communicate strategy and hiring plans to RPO partners and ensure RPO is accountable to the delivery of the plans.
Drive a forward-looking process to ensure hiring plans are met in a timely manner with timely feedback from key stakeholders.
Partner with Employer Branding lead to position Sanofi as a top employer.
Ensure RPO partners are equipped to communicate Sanofi EVP to external candidates.
TA/Recruitment Intervention/Solutions Design and Implementation
Understand the business needs and propose the interventions/solutions on TA tools and assessments (including sourcing, interview approach, background checks, candidate assessments, etc) to improve hiring performance
Stay abreast on cutting edge TA practices/tools/processes with the plan for adoption in Sanofi according to business needs.
Drive RFI/RFP activities including selection and implementation of vendors for intervention/solutions identified.
Manage and monitor vendor performance in coordination with relevant stakeholders through feedback process.
Define a regional RPO strategy, design and manage innovative outsourced recruitment solutions in support of the TA teams/HR Leaders/Business.
RFI/RFP activities including selection and implementation.
Forecast hiring demands and allocate work to maximize outputs of the RPO model at region
Actively drive the performance and continuous improvement of their performance. Partner with RPO lead to drive action plan accordingly
Review TA performance data and dashboards (SLA, TA metrics, Hiring Manager satisfaction and candidate satisfaction) and proactively propose improvement actions on TA operation in partner with Client Services Manager.
Manage and monitor vendor performance in coordination with relevant stakeholders through formal feedback process and shared with RPO for continuous improvement.
Manage escalations on RPO, propose proper actions addressing the issues as well as continuing following up the implementation of the action plans.
Partner with Client Services Manager to design timeframes, quality and quantity of resources required.
Manage and integrate RPO partners as an extension of the Sanofi TA team
Train RPO partners to familiarize with TA policies and process who will in turn coach Hiring Managers as a part of the hiring process.
Ensure RPO partners are equipped with the most updated knowledge of Sanofi businesses and EVP to source and attract external candidates.
Equip RPO partners to meet candidate experience standards.
Ensure recommendation of interviewing and selection approaches are aligned with most current market practices and internal best practices for use in Asia.
Stay current on competitor hiring practices and market trends through market intelligence gathering
Working with Client Services Manager on RPO cost analysis and act as point of contact for Sanofi TA within the Global TA community.
TA Policies, Process, including Internal Moves
Act as Subject Matter Expert on talent acquisition policy, process design and implementation, process compliance.
Drive alignment and harmonization across the region with Global TA COE.
Deploy the global TA policies and process into the region and follow up the deployment with clear KPIs
Based on the insights and understanding about TA performance in the region, propose and design relevant TA policies and processes which are relevant to the region.
Train recruiters and TA team as well as Hiring Managers to familiarize with TA policies and process
Workday and TA Systems
Act as Subject Matter Expert on Workday Recruiting module, Hiring Manager satisfaction survey and New Hire survey
Train recruiters and TA team as well as Hiring Managers to familiarize with Workday process
Drive Workday data audit and propose solutions to achieve Workday data accuracy and process compliance
Design TA operation dashboard and send out monthly to ensure the tracking and following up on the action plan accordingly
Review TA performance data (SLA, TA metrics, Hiring Manager satisfaction and New hire satisfaction) and proactively propose improvement actions on TA operation.
Drive the performance improvement plan based on the TA metrics
Qualifications & Education
Bachelor's degree required. Master's degree preferred
Graduates from global business school good experience working across borders and international exposure a plus
Certified Internet Recruiter (CIR), Certified Diversity Recruiter (CDR) preferred
Knowledge, Skills & Abilities
8 years (+) experience leading the TA function, with strong experience in recruiting, partnering RPO experience in Asia/International region, within a complex and highly matrix environment.
Demonstrate good understanding of talent management
Strong vendor relationship management skills; ideally implemented a vendor RPO model
Strong project and change management skills & disciplines required
Having the balance between detailed-orientation and big picture though having strong ability to go in depth, working well with high-level details and data.
In-depth knowledge and understanding of recruiting methods, sourcing strategy, hiring techniques, and ability to drive results
High self-motivation and work autonomy and proactiveness
Able to manage and prioritize a myriad of recruiting initiatives, at varying stages of completion, and bring to timely completion
Proven ability to proactively communicate change management initiatives with all levels of employees.
Strong leadership, discretion, key stakeholder management, business acumen, ability to work in a complex, cross-functional team environment, ability to navigate ambiguity and be flexible with strong influencing skills.