Talent Delivery Manager

about Randstad enterprise

Randstad Enterprise Group (REG), a new world-class talent advisory infrastructure that leverages Randstad's breadth of services to build total talent models that generate maximum business value for clients. Bringing together Randstad's global strategic accounts teams, with the sales and solution design functions of world-leading RPO and MSP provider Randstad Sourceright, the new group is focused on elevating enterprise customer value propositions and developing strategic roadmaps across the total talent lifecycle by drawing on Randstad's complete portfolio of services, products and solutions globally.

about team

Our team is a group of talented and dedicated professionals who are passionate about our work and committed to delivering exceptional results. We are a close-knit group that values collaboration, open communication, and a supportive work environment. Our team is responsible for recruiting operations for fortune-500 clients across the globe, and we take pride in the important role we play in achieving the goals of our client's business. We are a diverse group with a range of skills and backgrounds, and we believe that our differences make us stronger. We are committed to fostering a culture of learning and growth, and we encourage each other to take on new challenges and develop our skills. We believe in working hard and having fun, and we enjoy celebrating our successes together as a team.

about Job

The Talent Delivery Manager (TDM) is responsible for ensuring the client and relevant stakeholders receive advisory services from RSR inclusive of market intelligence,
creative sourcing strategies and problem resolution. The RBP achieves this by spending 55% of their time directly engaging with HMs and driving the effective use of Talent
Communities which are prequalified and interested candidates who want to join our client.

Key Stakeholders:
Client hiring managers, client HR BPs, client Talent
Acquisition and/or procurement, account delivery team,
account leader and RSR management,

Job Purpose:
● To transition RSR delivery from a transactional
reactive model to an advisory proactive and
solution oriented capability
Main accountabilities:
The main accountability areas for this position are:
Conduct Advisory Intakes:
● Conducting advisory intake sessions using market
intelligence and defined sourcing strategy
(Recruitment Strategy Framework)
● Accountability for collection of candidate market
intelligence specific to competitor remuneration &
benefits
● Training team members on how to conduct
advisory intake sessions through demonstration
● Accessing and sharing market intelligence during
intake sessions and aging requisition reviews
● Conducting role triage to ensure load balancing
● Aged requisition management
● Sourcing strategy review – engagement of
sourcing expertise to problem solve

● Talent community quarterly evaluation and
monthly ROI analysis
● Source of hire review in collaboration with RSR
Sourcing Master to drive improvements

Aged Requisition Analysis and Problem Resolution:
● Scheduling of aged requisition review with relevant
Hiring Managers and problem resolution to diminish
TTH while improving quality
● Quarterly analysis of all aged requisitions with root
cause analysis
● Development of strategy to prevent aged
requisitions inclusive of revisions to sourcing
channels, diversity campaigns, aggregation of
candidate data specific to competitor compensation
offers, role triage and review of talent communities
to align with demand forecasting and aged
requisition analysis.
Talent Community Return On Investment
● Quarterly review of Talent Communities to ensure
alignment with demand planning and aged
requisition analysis
● Weekly review of Talent Community health to
ensure ability to take qualified and interested
resumes to intake sessions
● Coaching of team members on effective use of
Talent Communities

Development and Coaching:
● Coaching of team members to advisory intake
capability through demonstration and on the job
coaching
● Weekly review of talent community health and
relevant coaching to ensure effective brand
representation and candidate representation during
intake session

Key Performance Indicators:
The following indicators are suggested to monitor
performance and can be used to identify problem areas:
● 35% of hires from talent communities
● Client satisfaction surveys at a 4.5/5 or 9-10/10 on
advisory and solution orientation of overall service

Competencies:
All employees are required to exemplify the full suite of
Randstad competencies and behaviours however the key
leadership competencies for this role include:
Intellectual strength
Leveraging strong intellectual power to identify pattern and
draw insights from information in order to conceptualize
strategic direction, solve problems and identify opportunities.

Agility
Leveraging proactively to address change on all dimensions.
Anticipate change and view situations from different
perspectives whilst keeping pace in decision making to
realize opportunities and mitigate risks.

Excellent execution
Driving excellent execution by setting robust processes to
execute strategies and follow through with strong monitoring
and operational navigation to ensure results. Being firm and
courageous in leading execution.

Lead
Enabling teams to deliver high performance by providing
direction and clarity of purpose, a focus on accountability
and the orchestration of efforts. Set high standards and
provide the support people need.

Connect
Identify potential for synergies across the business and build
commitment to achieve shared goals. Thrive on working with
people that represent a mix of backgrounds, insights and
perspectives.

Partner
Building strategic partnerships with clients & stakeholders.
Actively shape the external environment for the success of
Randstad, leveraging personal credibility and thought
leadership in getting people onside.

Courage to challenge
Shows courage and confidence to speak up skilfully,
challenging others even when they are confronted with
resistance or unfamiliar circumstances.
Business acumen:
Builds and delivers professionalism through combining
commercial and HR expertise to bring value to the
organisation, stakeholders and peers.
Decisive judgment:
Demonstrates the ability to analyse and understand data and
information quickly. Uses information, insights and
knowledge in a structured way to identify options, make
recommendations and make robust, defendable decisions.

Curious:
Be future-focused, eager to understand and open-minded;
seeks out evolving and innovative ways to add value to
Randstad.

Knowledge, skills and experience:

● Minimum relevant Bachelor's degree, post graduate
degree or equivalent ideal
● 8+ years of recruitment experience
● Ideally experience in an internal recruitment
function or RPO/BPO model
● Working with a mix of short term and longer term
objectives; & hands on execution, from concept to
delivery
● Demonstrated ability to lead a functional area of