TALENT ATTRACTION ANALYST

Job Title: Talent Attraction Analyst

Location: CTS Aguascalientes

Reporting to: Team Lead- NAZ

Purpose of the role

The primary objective of the position is to manage the US candidate contingency process and candidate care. Be an operational support subject matter expert in all Talent Acquisition process from start to finish. This includes owning the candidate contingency process, reporting needs, technology and overall support.

Key Segments: US Candidate Contingencies, Candidate Management, New Hire Paperwork, I-9 Verification, Contingency Waivers, Assigning Workday Requisitions

Qualifications, Experience, Skills

• Degree in Business, Human Resources, Logistics, or related field
• 1 year of full-cycle recruitment experience preferred
• English proficiency: Advanced: (C1-C2)
• Experience with Sterling and/or contingency vendors preferred
• Analytical and entrepreneurial mindset
• Ability to communicate with all levels of employees and candidates

Key tasks & accountabilities

US Contingencies:

• Launch and review contingency packages for candidates who have accepted offers. Note: this volume is driven highly based on seasonality (especially considering university recruitment).
• Launch, review and support (white glove) contingency process for executive hires (bands IV and above).
• Launch new hire paperwork and I-9 verification for candidates who have accepted offers.
• Review failed contingencies to ensure appropriate decision forward and communicate appropriately to candidates by initiating adverse action. This includes acting as POC for Drug Testing Medical Officer.

Candidate Care:

• Support candidates with questions related to recruitment and contingency process via the Candidate Tech Support inbox. Including sending drug test instructions to candidates and providing status updates. For questions related to recruitment this involves answering frequently asked questions and/or collaborating with the designated Primary Recruiter within Workday.
• Follow-up with candidates that are delayed in completing the contingency requirements and/or contingency waiver.

Stakeholder Management:

• Maintain relationship with contingency vendor (Sterling) to resolve candidate issues and join weekly call to discuss root cause analysis.
• Identify process improvements/enhancements to the contingency process in the spirit of candidate experience and speed, but considering the complexity of US laws and requirements that vastly vary by cities and states.
• Provide status updates clients regarding contingency status and respond to client in timely manner.

TA Processes:

• Create and maintain pending requisition file for People leadership team review process in partnership with the Director of Professional Recruitment. Once requisitions are approved, assign designated requisitions within Workday in a timely manner.
• Partner with Talent Acquisition Leadership team to support operational audits to ensure a quality recruitment and contingency process (job descriptions, candidate step statues, contingency package review, TNC PowerBi, etc).

Key contacts: (Internal/ External)

• Director of Professional Recruitment
• Director of Early Career (University) Recruitment
• Onboarding & Employee Experience Manager
• US People Managers / People Business Partners
• Candidates
• Talent Acquisition Partners
• Sterling

Interpersonal Expertise:

• Ability to work with highly sensitive and confidential information
• Ability to be communicate effectively on daily basis with employees and external candidates
• Pro-activity in following up
• Ability to be communicate effectively on daily basis with employees and external candidates
• Communication and presentation
• High ownership
• Ability to forecast volumes and anticipate demands