Talent Acquisition Manager
Parisima Talent
Total years of experience :18 years, 6 Months
Parisima Talent is an end to end Talent Consulting firm founded on the basis and belief that attracting and recruiting the best talent can and should be done better.
Building world-class Talent Acquisition capability requires specialist skills and infrastructure. For many organisations, the quickest and most cost-efficient way to acquire these is through Recruitment Process Outsourcing,
Whether it's a full RPO Solution or a focus on a particular area of your Talent Acquisition Cycle, our solutions are tailored to address your specific challenges. We place experienced hiring teams at the heart of your business. We manage the processes you need to find, attract and retain the best talent, as well as help you build a talent pipeline. We come with the skills, experience, and tools that you would expect from a subject matter expert, optimising Talent Acquisition and Resourcing functions to build high performing organisations with high performing individuals.
Engagements to date:
ToTok - July 2020 - Present
Confidential - March 2020 - May 2020
Etihad Airways - January 2019- March 2020.
Dubai Tourism - Jan 2018 - Jan 2019
Ownership of the strategic and operational delivery of the talent acquisition team to efficiently execute the overall hiring plan across the MENAT region for HSBC Retail Banking and Wealth Management (RBWM). Working in partnership with the Heads of Business, HR Leaders and Specialist partners to ensure that all hiring is in tune with the overall annual operating plan and corporate values of the bank. A key purpose of the Talent Acquisition and On-boarding Lead is to focus on the relationship with the business and ensure that senior stakeholders have a local point of contact to engage with on all hiring matters.
Responsibilities:
• Engaging with senior HSBC stakeholders and presenting business review meetings.
• Owner of the Emiratisation and Nationalisation hiring agenda across Retail Banking and Wealth Management (RBWM) in line with associated targets.
• Driving hiring activity from the Global Service Centre (GSC) in Johannesburg through continuous dialogue and interaction.
• Hands on direct sourcing through social and professional media and networking techniques for senior level hiring within the region.
• Ownership and production of staffing reporting across the whole estate for presentation to all necessary stakeholders to influence future hiring, governance and strategy.
• Continuous planning, development, implementation and observation of the recruitment strategies to ensure they are fit for purpose and delivering the required results.
• Delivering market and competitor intelligence to HSBC through a formal communication strategy, advising on market trends and key senior talent movement and initiatives in equivalent business areas in competitors
• Providing strategic partnership with key stakeholders, ensuring they are kept abreast of all recruitment developments
• Designing and delivering Quarterly Business Reviews for senior stakeholders.
• First point of escalation of issues related to the MSP delivery and contingent workforce within their aligned business area.
Working with C-level leaders to recruit the best talent available at Senior level to strengthen the senior teams globally
Worked across the Global Talent Acquisition function, and the wider business to oversee the transformation of the Hiring proposition to make ION the “employer of choice”. This is an end to end evolution of the proposition to develop to develop the attraction strategy in areas such as talent sourcing and pipe lining, digital
outreach, strategic capability, employee value proposition and diversity. Through an innovative, pro-active and technology based approach, we aim to appeal to the best in class talent that is mindful of our exceptional company goals and the core ION values.
Key achievements:
- End to end review of hiring practices across all legal entities to build a consistent and reputable attraction
strategy in line with business goals and gain the best ROI.
- Implementation of a Global Applicant Tracking System (ATS) called Lever which is a cloud based recruiting platform across the global footprint. This includes consolidation of data from legacy ATS systems such as Bullhorn and Newton.
- Introduction of behavioural based assessment in line with newly established company values.
- Encouraging data-driven recruitment through an introduction of visible global hiring dashboard to improve
collaboration, transparency, and accountability.
- Roll out and hands on ownership of recruitment proposition into centre of excellence in Dublin to encourage
direct attraction into graduate and experienced hires.
- Content and design of new group careers page in line with new ATS to automate functionality and streamline
end to end hiring process.
Responsibilities:
Project Management of Lever implementation in line with project goals, budgets, and expected timelines.
End to end ownership of hiring process across UK & Ireland with a focus on direct attraction to reduce agency reliance.
Ownership and production of staffing reporting across the whole estate for presentation to all necessary stakeholders to
influence future hiring, governance, and strategy.
Hands on direct attraction/ sourcing through passive candidate channels such as LinkedIn, GitHub, Entelo as well as pro-active advertising through industry related job boards and press.
Establish and manage third party governance, expenditure, reporting and relationships through partnered strategy to improve market view.
Oversight of the operational and strategic delivery of the Infrastructure staffing team on site at Bank of America Merrill Lynch
To efficiently execute the overall hiring plan across EMEA through innovative, commercial, and timely strategies. Working in partnership with the Heads
of Business, HR Leaders and Specialist partners to ensure that all hiring is in tune with the overall business priorities
and ethical principles of the bank.
Key Achievements:
- Design and roll out of Diversity and Attraction Strategy across EMEA Technology and Operations functions in partnership with the Diversity and Attraction Council to increase female talent diversity from 20% to 40%.
- Roll out of training across the recruitment team to implement the Senior Manager Regime (SMR) to influence Front Office hiring, regulatory change, create accountability and enhance the overall recruitment experience.
- Roll out of flexible working across staffing team to improve morale and reduce expenditure by £15, 000.
- Completion of Preferred Supplier review to manage performance and encourage partnership with the hiring
community and the HR recruitment team. Reduced supplier list by 60%.
- Oversee smooth transition and implementation of Applicant tracking system from Igrasp to Workday.
Responsibilities:
Ownership of key stakeholder relationships across the senior management teams within Global Technology and Operations (GT&O) including hands on end-to-end technology hiring.
Accountability for recruitment delivery for a team of on-site recruiters with a key focus on direct sourcing to achieve
delivery targets and contractual SLAs through objectives, direction and continual feedback on progress.
Hands on direct sourcing through social and professional media and networking techniques including LinkedIn, Github and Stack Overflow.
Manage the budget for the resource function; agree and allocate remuneration, bonuses and incentives to maximise performance of team.
Ownership and production of staffing reporting across the whole estate for presentation to all necessary stakeholders to
influence future hiring, governance and strategy.
Continuous planning, development, implementation and observation of the recruitment strategies to ensure they are fit for purpose and delivering the required results per region and business stream. This covered niche markets such as the Quantitative, Product and Financial technology markets.
Ownership and monitoring of 3rd party supplier list to work in a collaborative and partnership mind-set to achieve the
client's hiring and diversity goals.
Accountability for the oversight and execution of the global resource plan, budgets and forecasts for the main business streams across Markit. Working in partnership with both specialist and generalist HR partners, business heads and necessary hiring managers in both a commercial and modern way to attract best in class candidates. Viewed as the
subject matter expert in providing direction and expertise in all resourcing matters.
Key Achievements:
- Worked pro-actively with internal corporate communications teams, Linkedin and other various institutions to increase the Social Media activity to develop Markit's employer branding, to increase the overall delivery of direct sourcing to 80% within a required recruitment budget.
- Re-design of legal contracts associated with limited company contractors and 3rd
parties working indirectly for Markit across multiple legal entities to be in line with current regulations.
- Design and delivery of the recruitment Interview skills training to ensure Markit best practice and high
standards of assessment and selection are maintained.
- Driving a transition of the Applicant tracking system (ATS) from Taleo to a bespoke SAP recruitment tool
ensuring it was delivered both on time and in line with the necessary requirements.
Responsibilities:
Ownership of key stakeholder relationships across the senior management team within the 3 mainstream business areas of Information, Processing, and Managed Solutions as well as the major corporate functions including Finance,
Legal, HR, Technology and Sales.
Responsible for production and ownership of monthly reporting across the whole estate for delivery of resourcing data
to all the necessary stakeholders.
Continuous planning, development, implementation and observation of the recruitment strategies globally to ensure they
are fit for purpose and delivering the required results per region and business stream. This covered niche markets such as the Quantitative, Product and Financial markets fields.
To work in association with HR and business leaders, as well as the Co- Directors of Recruitment to proactively develop a hiring plan that will meet the needs and ambitions of the client.
Ownership and monitoring of third party supplier list to work in collaboration to achieve the hiring goals for Markit.
Review and promote the internal mobility and employee referral programme to ensure they are competitive in the
market.
Global Investment and Solutions (GI&S)
Responsibility for overseeing the execution of the global resource plan for the Front Office Wealth Advisory and Asset Management arm known as Global Investments and Solutions (GI&S). Ensuring the business hire qualified talent in a timely, robust and commercial way. Responsible for managing resource on a temporary and permanent basis and work with wider HR team, finance and business management to drive and coordinate a complex hire plan across multiple
jurisdictions. Viewed as the subject matter expert across all resourcing related topics for the senior management team.
Key Achievements:
- Re-design and rollout of the overall recruitment process flow in line with corporate governance and key deliverable SLA's. Collaboration with CEO and senior management team to ensure solution was fit for purpose
- Restructure of overall proposition to increase time to offer and engagement with HR Business and compensation and benefits partners to continuously review candidate total reward packages.
- Improvement of overall perception of Resourcing to a highly regarded and high performing team. Achieved through consultative delivery and partnership approach and monitored through weekly Resourcing meeting and quarterly
client feedback.
- Roll out of cost saving initiatives across the temporary workforce to the value of £1.5 million.
Responsibilities:
Owner of key stakeholder relationships across the senior management team with the front office private banking product. Working closely with business leaders and Global Head of Resourcing to proactively develop a hiring plan that will meet the needs of the business objectives.
End to end hiring for Senior management team across Global Investments and Solutions (GI&S) across all coroporate levels for Investment Management, Discretionary portfolio management, Portfolio construction, Capital
Markets Trading and Sales, Risk, Control & Governance, Quants, Trusts, COO. Roles include COO, Platform Manager for the Cayman Islands and Head of FX for Trading and Sales.
Monitoring and evaluating the effectiveness and validity of the resourcing strategies, processes and campaigns per region.
Building of a robust professional relationships with senior stakeholders, HR colleagues; hiring managers and wider specialist support functions, work on broader projects and improve wider HR initiatives in order to promote best practice.
Responsible for management and oversight of the associated Recruitment Process Outsourcing partner (Resource Solutions) for the GI&S Product office which included restructuring, direction and overall performance to ensure a collaborative and seamless partnership was developed.
Production and ownership of monthly reporting across the whole estate for permanent, temporary and consulting headcount. Data used to influence management decisions on overall business direction.
Usage of Applicant tracking systems such as Taleo and IGrasp and bespoke reporting tools.
Pro-active promotion of the Direct Recruitment proposition by demonstrating the benefits, cost savings and updated market information.
Sourcing of candidates through a mixture of social media, web and press advertising, employee referrals, internal and external networking, CV mining to effectively build talent-pooling methods to reduce the cost and time to hire.
- (M&IB) Markets & International Banking
End to end management of senior stakeholder relationship across Front, Middle and Back Office functions for the Investment Bank. Areas supported include Capital Markets (Equities, FX and FICC, Commodities), Investment Banking Technology,
Risk, Human Resources and the Wealth business under M&IB Resourcing with a Global reach
across EMEA.
- Operating in strategic partnership with the business and HR and effectively building / maintaining credibility of Resourcing function at Senior Management level.
- Sourcing of candidates directly through head hunting, industry/ personal networking and social media.
- Management of talent marketing campaigns via online and print publications with focus on cost effective strategies.
- Managing key relationships with HR Business Partners to provide a unified HR service to the business.
- Management of end-to-end recruitment process from reviewing of CVs, arranging of technical tests and interviews, conducting HR interviews and working with line management to develop shortlists and full management of offer process
- Management of Critical Hire searches, specifically on Global Head roles.
- High level of knowledge and usage of assessment approaches and Psychometric tools used in recruitment.
- Responsible for relationship management with International Assignments team including liaison with external
government bodies.
- Relationship Management, selection and annual review of 3rd Party suppliers across specialist functions.
- Project Management for various initiatives to create brand awareness of diversity & inclusion, direct sourcing,
accredited interview training and internal mobility as well as HR initiatives such as redeployment of At Risk employees.
- Expert use of internal recruitment management systems such as Peoplesoft, I-Grasp, I2 and Taleo.
- Mentoring of junior team members to provide guidance on development of their own careers.
- Managed small projects for implementation of new on-site MSP for Temp/ Contract hiring.
Project work (Secondment):
- Partnering with Capital Markets and Front Office Technology Leadership Team to provide guidance and support in terms of the 2012 People Strategy: focusing on engagement and motivation in a period of change.
- Lead Business Partner for Logistics and Control Performance Management: primary task being the Performance Assurance of Code Staff, which involved assuring the top 50 employees performance documents to an FSA approved standard and working with Leadership Teams to remediate where necessary.
- Driving the Right-shoring Activity for Logistics and Control: this involves planning and action of restructuring activity to optimise our global locations as part of the cost strategy and strategic review.
- Contributing to the Year End Compensation Process as one of four Pay representatives for Logistics and Control: this involved coordinating the submission of Bonus recommendations and Performance Ratings for 10, 000 people global in accordance with FSA reporting timelines and business budget.
- Analysis of the annual Employee Survey ‘Your Feedback' results and presentation of outputs and recommendations
for action to the senior leadership Teams
- Working with the Resourcing team to develop an effective Redeployment programme to support the current restructuring and right-shoring activity in the bank.
- End to end management of Director/ Managing Director Promotions across Logistics & Control from nomination to document consolidation, facilitating and hosting of competency framework interviews and hosting of promotion panel
committees.
Management of delivery team to fulfill the resource plan of a high profile project.
360 end to end management of the recruitment life-cycle.
Stakeholder management from meeting with management to discuss departmental needs,
Advising appropriate route to market, hosting and taking briefings,
Meeting and advising suitable agencies according to discipline.
Negotiation of fees and recruitment cost per position, CV vetting, telephone and face to face competency based interviewing, assessment and selection of suitable candidates per vacancy,
Relationship management within the business and induction of new staff into the business,
Managing advertising of positions in varied mediums to gain response and some involvement in recruitment expenditure.
Direct sourcing through headhunting and Social Media channels.
Experience of direct recruiting and managing complex, high volume recruitment processes effectively and efficiently.
In-depth understanding of HR policy and legislation and aspects of equality and diversity relevant to recruitment.
Strong prioritization skills and experience of working in high pressured environments to meet tight SLA’s and KPI’s.
The key duties involved sourcing specialist technology contract/ permanent professionals, whilst proactively generating and developing new client accounts to increase business pipeline and revenue.
As a Consultant I was tasked with managing the full 360 recruitment life cycle - this involves building up a client portfolio, managing a database of top calibre professionals, identifying suitable opportunities within the market place and working with all parties concerned to deliver a professional unrivaled service.
Worked within the Fintech, financial markets technology, eCommerce, Digitial and creative markets.
The key duties involved sourcing specialist technology contract/ permanent professionals, whilst proactively generating and developing new client accounts to increase business pipeline and revenue.
As a Consultant I was tasked with managing the full 360 recruitment life cycle - this involves building up a client portfolio, managing a database of top calibre professionals, identifying suitable opportunities within the market place and working with all parties concerned to deliver a professional unrivaled service.
Worked within the Fintech, financial markets technology, eCommerce, Digitial and creative markets.
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