Senior Talent Partner Specialist

Manage the full recruitment life-cycle, from initial candidate assessments to interviews and offer management
Manage the recruiting pipeline, including determining resource status and needs, coordinating recruiting events and sourcing activities, assessing, and managing referral processes
Create, build, and maintain networks of potential passive candidates to fill future anticipated and planned roles
Undertake HR projects and new initiatives such as employer branding, recruitment events, etc. to acquire suitable talents for the organization
Contribute ideas and take part in projects to constantly improve and streamline the recruitment process
Collection & analysis of the hiring managers' needs
Identification, qualification, and interviews of candidates to select potential candidates
Proactively engage recruitment agencies and other vendors if required to ensure outstanding services that meet the organization needs
Provide market intelligence and recruiting insights to key stakeholders at various stages of the recruitment process at briefing meetings, service review meetings etc.
Consults with line management, providing HR guidance when appropriate.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Develops contract terms for new hires, promotions and transfers.
Assists international employees with expatriate assignments and related HR matters.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Identifies training needs for business units and individual executive coaching needs.
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.