Job Description, Duties and Responsibilities

About XtendOps

XtendOps combines leading-edge cloud-based technologies with a world-class managed workforce solution. We’re a modern offshoring entity, built around amazing people and innovative digital solutions. Agile and adaptable we quickly react to ever-changing client needs. We work hand in hand with our clients to design a customized outsourcing strategy to suit their needs and optimize their success. Our focus isn’t simply on supporting the business, but to improve operations, customer experience & expand our clients’ bottom line.

About the Role

The Director of Talent Management leads the company’s talent acquisition and retention strategic efforts. As the head of the entire department, he/she determines the direction and objectives of the recruiting department, which in turn supports the business’s growth while simultaneously maintaining its culture and quality standards. The Director of Talent Management is also responsible for retention of the company’s employees, in partnership and collaboration with other departmental units.

The Director of Talent Management leads the development and implementation of talent acquisition strategies and tactics, as required to support the talent needs and company growth. He/she develops, evaluates and continually monitors the effectiveness and performance of the entire recruiting function in order to drive improvement opportunities. 

The Director of Talent Management oversees full cycle recruitment in support of all of the business’s functions. He/she identifies, implements and assesses practices that enable the company to attract and retain top-most talent to the business.

Critical to achieving excellent results is the ability of the Director of Talent Management to build strong relationships and deliver results in a rapidly, constantly evolving environment.

Key Duties

• Evaluate current and design new recruiting procedures (e.g. job application and onboarding processes) 

• Supervise the recruiting team and report on its performance 

• Keep track of recruiting metrics (e.g. time-to-hire and cost-per-hire) 

• Implement new sourcing methods 

• Conduct market benchmarking analyses to ensure company’s competitive salary and benefits offering

• Assess effectiveness of the job recruiting function and create a feedback channel into the recruiting process to improve future recruitment efforts

• Develop career progression programs to provide growth opportunities for employees

• Review recruitment software and suggest appropriate options that suit company needs 

• Develop talent retention strategies and program, in partnership with management

• Research and choose job advertising options 

• Advise hiring managers on interviewing techniques 

• Recommend ways to improve our employer brand 

• Collaborate with department managers to forecast future hiring needs 

• Stay up-to-date on labor legislation and inform recruiters and managers about changes in regulations 

• Participate in job fairs and career events 

• Build the company’s professional network through relationships with HR professionals, educational institutions, local government units (LGUs) and other partners 

Key Competencies

• Leadership

  • Leads, develops, and manages an ambitious high-performing team.  Provides leadership in the establishment of the employment brand and develops supporting materials in order to communicate value proposition through the business’s employment advertisements, career sites, job descriptions, and other employment materials.

  • Drives a culture of constant improvement, identifying, and implementing projects in order to increase business-wide recruiting effectiveness and efficiency.

  • Oversees compliance of all internal and external regulations concerning the recruitment and selection process. 

    • It is the director’s responsibility to ensure a consistent business image in the eyes of potential candidates and talents through recruiting campaigns and processes.

  • Tasked with driving full-cycle recruiting processes; this is inclusive of providing corrective as well as counseling options, and employment termination as may be required.

  • Constantly evaluates the department’s workload in order to guarantee optimal recruitment activity. 

  • Plays a mentorship role to key junior level personnel, constantly honing their skills, and readying them for the occupation of his position in the future.

• Strategy/Tactics

  • Leads the strategic direction of the department and examines hiring trends in anticipation of the business’s response to labor market changes, for example, shortages and surpluses of available labor. 

  • Develops strategies and processes that utilize both traditional and modern/current/innovative sources in order to cover all possible talent pools available to the business.

  • Measures effectiveness of talent recruitment strategies and adapts tactics over time to improve recruitment outcomes.

• Collaboration

  • In partnership with the senior management team, develops and implements talent retention programs (e.g., mentorship programs, involvement in key initiatives, etc.)

  • Collaborates with HR departmental leaders as well as other departmental leaders within the business in determining the current and future talent requirements of the business and those needs unique to each department. 

  • Partners with the legal department in order to guarantee compliance with state legislation in its recruitment efforts.

  • Coaches, manages, and develops junior members of the recruiting team, actively supporting their professional growth, taking on the role of their mentor, and guaranteeing the successful onboarding of all new hires. 

• Analytics

  • Leverages key dashboard tracking analytics and impact metrics in order to grow a data-driven and technically skilled recruiting team. 

  • Evaluates and introduces alternative strategies, for example, technology, social media, and so forth. 

  • Evaluates recruiting strategies/tactics and processes in order to continually improve recruiting processes and hence the quality of talent brought into the business.

  • Creates and manages standardized reporting systems that will regularly lead to the identification of solutions and improvement areas for recruiting programs.

Hiring Requirements

• At least 10 years of experience as a director of recruitment, talent acquisition, talent management or similar role. Experience leading and managing large team of employees in a call center setup preferred

• Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree preferred 

• Must have a proven and successful experience managing full-cycle recruiting processes consisting of sourcing, screening, on-boarding, coaching/developing talent, as well as managing out/termination 

• Ability to work efficiently in a high demand, team oriented, and fast-paced environment, effectively managing multiple activities and meeting deadlines

• Exceptional communication and interpersonal skills. Able to express ideas in a clear and concise manner

• Strong problem-solving skills and excellent management skills

• Strong consensus building ability with effective conflict resolution and negotiation skills

• Ability to take initiative and effect change

• Excellent organizational and analytical skills and detail orientation

• Self-starter who thinks and works independently

• Knowledge of quality methodology and experience in implementing such programs in the current work setup

• Familiarity with relevant call center technology and applications

• Superior computer skills and proficiency in the use of the Microsoft Office suite (Word, Excel, PowerPoint, and Outlook). Experience with creating visually engaging  dashboards, reports and presentations