Entry Level Account Manager

Human Resources New York City, United States

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Description

Core Accountabilities:

  1. Contribute to the development and achievement of the corporate recruitment strategy by assessing manpower needs with Sr. Director of L&D and Recruitment and the HR Regional and Group Partners. Ensure manpower plan meets current and future resource requirements for positions within the region, including Group positions posted regionally.
  2. Implement the manpower plan, consistently assessing outcomes, identifying any gaps communicating results to HR Regional and Group Partners to plan and provide insights for manpower plan changes to ensure continued success.
  3. Coordinate and communicate workforce planning inputs from the Region to the Group Talent Team to feed into future capability development plans. Leverage recruitment knowledge, processes and tools from the Group Talent Team as appropriate.
  4. Implement and manage corporate recruitment processes that allow flexibility to meet the needs of a diverse organization and deliver the right people across the business.
  5. Direct, manage and develop a high performing Recruitment Specialist – setting objectives, appraising performance and coaching. 
  6. Collaborate with the Sr. Director of L&D & Recruitment and HR Regional and Group Partners to execute succession planning for the Americas region including Group positions to ensure future key roles are identified and planned to minimize disruption to the strategic business plan.
  7. Explore the market to identify best practices in recruitment providing insight and feedback to Sr. Director of L &D and Recruitment and HR Regional and Group Partners to implement appropriate best practices in the region.
  8. Identify and utilize the most effective attraction methods, including on-line activity for recruitment campaigns for specific vacancies and also strategic advertising campaigns. Analyze and interpret management and recruitment data in order to evaluate the effectiveness of recruiting and selection activities, highlight trends and develop appropriate proposals
  9. Working with the Sr. Director of L&D and Recruitment and Communications Manager to develop all recruitment materials and communications to ensure brand integrity.
  10. Coach and influence hiring managers at all levels to ensure recruitment processes and activities are consistent, reflect best practice, current legislation and brand values, promoting Clarks as an employer of choice

 

Key Outputs/Results:

  1. Recruitment strategy is agreed and in place and supports business strategy. Manpower plan is agreed, in place, communicated within the organization and is used to plan resourcing activities/campaigns; delivery is in line with targets.
  2. Ongoing maintenance and communication of manpower plan resulting in effective business decisions.
  3. Workforce planning input from region is aggregated and communicated to Group Talent Team to address talent/recruitment needs. Group Talent inputs are incorporated into regional recruitment plan/strategy as applicable.
  4. Effective recruitment plans are in place, monitored and updated to ensure targets and objectives are met.
  5. High performing team that meets both business and team objectives.

Essential Knowledge:

  • Bachelor’s Degree in Human Resources preferred
  • PHR certificated preferred
  • Clear understanding of global and regional business strategy and direction
  • Employment market trends
  • Legal requirements impacting on recruitment
  • Broad range of recruitment and selection techniques and methods
  • Understanding of manpower planning and other HR processes
  • Company culture and structures and values
  • Understanding of principles of team management and leadership

Successful Experience:

  • 5-8 years of recruitment experience, 1-3 years experience leading a team
  • Recruitment and selection experience for a broad variety of roles
  • Management of a manpower planning process across a complex organization
  • Coaching and influencing at a wide level
  • Tender, negotiation and management of suppliers
  • Project managemen
  • Direct management of one or more individuals

Technical Skills:

  • Relationship building with candidates, recruiting managers and candidates
  • High level recruitment and selection skills, e.g. advanced interviewing and feedback
  • Coaching and influencing a wide range of recruiting managers
  • Strategic and tactical planning to manage a large number of vacancies
  • Budget management

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