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Executive Director, Talent Acquisition
Starz Entertainment
Los Angeles, CA, United States
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The Executive Director, Talent Acquisition will play a pivotal role in attracting and securing top talent to the Company. This leader will bring operational rigor and lead a team through the following key areas: talent branding, university relations, sourcing diverse slates of candidates, creating great candidate experiences and bringing easy to use tools and frameworks to hiring managers.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
• Sets an inspiring vision based on the needs of the business, the latest trends, and the needs and expectations of our customers (candidates, leaders and employees).
• Makes decisions in the context of broader ecosystem, the needs of today and tomorrow and balancing needs of multiple stakeholders (employees, customers, shareholders).
• Develop, manage and inspire a high performing recruiting team.
• Has a strong say/do ratio and is committed to delivering outstanding results.
• Inspires a purpose driven organization, mobilizes teams around the vision & ensures the strategy gets executed.
• Has a competitive edge focused on driving change and innovation. Committed to building talent with an entrepreneurial spirit. Champions new ideas and initiatives and creates an environment that supports innovation; leverages fresh perspectives, breakthrough ideas, and new paradigms to create more effective ways to hire top talent.
• Easily spans and collaborates across boundaries, levels, locations & across business units and segments, building trust and credibility (up, down, and across) along the way. Partners and builds relationships with senior leaders, hiring managers and HR Specialty Partners in order to identify and fill all levels of talent across the organization.
• Develops and executes talent acquisition strategies in direct support of short and long term annual operating objectives and own the full recruitment life cycle (identifying, attracting, assessing, hiring and on-boarding talent) with strong knowledge of the business/culture and the available talent pool in the relevant geographic markets
• Partners with leadership to understand the business needs and objectives, develop and maintain a high quality talent bar; develops and delivers interview and selection processes and training across the business to build and elevate hiring competency as an organization.
• Establishes a candidate pool of top talent candidates for the business at all levels, shifting from a reactive to proactive approach, continuously populating and replenishing the leadership pipeline.
• Acts as a change agent in evolving the recruiting function to deliver on the organization’s talent requirements, optimizing investments in resources and implementing effective and efficient recruiting strategies, processes, and tools.
• Creates metrics to maximize and align resources, analyze effectiveness of sources of hire, evaluates and develops recruiters’ skill sets, monitor recruiting activity and requisition volume to determine areas of opportunity. Develops and incorporates tracking tools, metrics and resources to report, measure and share key metrics of the talent acquisition function with executives and hiring managers.
• Stay abreast of new trends in the industry and marketplace and maintain up-to-date knowledge of recruiting issues and trends, related analytics, and labor laws that have short and long-term implications on the business and recruiting efforts. Designs, creates, and maintains Talent Acquisition (TA) operational business systems & processes to produce accurate metrics, reporting dashboards, TA scorecards enterprise wide.
• Works with Compensation Partner to provide marketplace compensation as it relates to recruitment and incentives for hiring and employee retention.
• Leads recruitment services including employer branding and employee value proposition, social networking, employee referrals and campus recruiting. Design and implement recruitment messages to build and enhance a strong employer brand through social media and other platforms.
• Creates comprehensive, high-quality sourcing and recruiting processes, and establishes scalable best in class processes, policies, systems and practices for an exceptional candidate experience inclusive of sourcing, screening, interviewing, communications, selection and onboarding.
• Facilitate a “grow our own” talent acquisition process through university, technical and high school recruiting, internship and mentorship programs. Develops and oversees program design, implementation and program management; Develops, manages and supports the organization’s diversity and inclusion initiatives through targeted partnerships, and works with HR Specialty Partners on program development and execution.
• Develops, forecasts and manages the talent acquisition budget to ensure both short-term and long-term strategies and tactics are properly resourced and to optimize return on investment and fiscal prudence. Provides oversight of projects designed to maximize return on staffing investment.
CRITICAL COMPETENCIES:
Results Driven:Must have proven track record in talent acquisition management to handle recruitment and hiring practices.
Strategic Vision & Agility:Must be able to identify and recommend strategic initiatives based on the changing demands of the business as it relates to recruitment, retention, marketplace compensation, organizational structure and work closely with senior management on identifying emerging recruitment needs.
Capacity Building:Ability to guide and counsel management on developing ways to build a top-notch workforce and the processes that ensure the organization runs smoothly.
Leadership and Organization:Strong capacity for managing and leading people and projects, processes and scaling organizations. Must have great organization and prioritization ability to understand and recommend areas for improvement based on need and the operational and business demands.
Action Oriented:Ability to work hard and take necessary recommendations and action as directed on recruitment strategy and workforce planning and design.
Interpersonal Relationships:
• Must be a self-starter who takes initiative to identify key areas for improvement.
• Ability to work successfully with senior management team, peers and build credibility and consensus throughout the organization
• Fosters exceptional management and organizational skills and helps drive towards results
• Ability to thrive and think creatively and demonstrate leadership skills
• Personable, professional with a calm demeanor one is able to deal directly and honestly on sensitive topics and situations.
• Patient and adaptable to changing environments and priorities and willingness to assist where needed.
• Ability to act strategically and negotiate on behalf on the company and its employees to resolve disputes, mediate issues and to come to amicable and mutually agreeable outcomes
STARZ (www.starz.com), a Lionsgate company (NYSE: LGF.A, LGF.B), is a leading global media and entertainment company that provides premium subscription video programming on domestic U.S. pay television networks and produces and distributes content for worldwide audiences, including its investment in the STARZ PLAY Arabia OTT service.
STARZ is the ultimate destination for obsessable TV, movies and more. Characters who pull you in and stories that stay with you. From bold Original Series to the best movies, whatever you love, STARZ ignites your passions.
STARZ offers a competitive compensation package and an attractive benefits program to all eligible employees including a variety of healthcare plans, dental and vision insurance, 401k, life/disability insurance. Eligible employees will enjoy paid time off in the form of vacation and company holidays.
STARZ is an Equal Opportunity Employer. This means that all applicants will receive consideration for employment regardless of gender, age, race, national origin, disability, color, religion, sexual orientation, gender identity and/or expression, veteran status, or any other characteristic protected by federal, state or local law. In addition, STARZ will provide reasonable accommodations for qualified individuals with disabilities.
Required Experience:
• Minimum of 10 + years full cycle, high volume recruiting experience
• Advanced degree preferred, BA required.
• Proven experience developing out of the box strategy/sourcing techniques to fill difficult positions
• Minimum of 8-10 years staffing leadership experience, to include developing and implementing recruiting infrastructure, and managing a small recruiting staff augmented with contract recruiters. Proven experience developing and implementing staffing policies and procedures with process consistency across a multi-state division
• Advanced knowledge of recruiting best practices, recruiting systems, legal compliance and overall knowledge of HR disciplines
• Strong communication and project management skills
• Superior presentation, facilitation and influencing skills required, including ability to effectively manage internal and external business relationships
• Excellent organizational skills, must be able to multi-task and prioritize workload
• Must have strong knowledge of applicant tracking systems and onboarding solutions, and ability to fine tune them to meet business needs
• Proven ability to pipeline talent along with in-depth knowledge of creative sourcing techniques to uncover passive candidates.
• Proven ability to work successfully across all areas of the company and business segments; can successfully monitor performance; strong client management skills, working with both internal associates and external vendors/candidates; ability to influence and lead effective partnerships with the banners; can thrive in a complicated matrix environment.
• Self-starter who can handle a diverse set of initiatives. Works well in fast paced environment with rapidly changing priorities and at times, high ambiguity and uncertainty.
• Ability to be flexible, self-directed, motivated, and to effectively communicate with employees and management at all levels is essential.