ROLE PURPOSE

This role provides dedicated recruitment support to the manufacturing Plants of North America. The role holder will have operational responsibility for delivering the resourcing requirements, raising the profile of T&L in local labour markets, and developing long-term strategy to more proactively support the needs of Operations and Engineering.

Reporting to the VP. Talent & Culture, the role holder will help shape the global Talent Acquisition resourcing model and tools, and will work closely with the TA team to leverage knowledge and resources, and support for recruitment events as required. 

The role holder will work closely with stakeholders in HR and the business to ensure delivery of best-in-class candidate experience underpinned by fair and equitable assessment processes.

There will be the opportunity to take part in and/or lead on both global and regional recruitment-related projects, representing the needs of the plants, with the opportunity to influence and improve processes, ways of working, branding etc.  aligned to HR strategy and business needs.

This role is open to anyone wishing to apply and for guidance, would be well-suited to an inhouse recruiter/early career HR professional, perhaps from within a manufacturing environment. You will develop capability and be comfortable hiring manual/hourly paid workers at volume, and mid-level Engineering and niche operations roles, as well as running campaigns, attracting diverse candidate pools and really owning this exciting part of the talent acquisition agenda.

MAIN ACCOUNTABILITIES

• Embed and manage end-to-end recruitment processes with candidate experience front of mind
• Forge strong relationships with Line Managers and Business Unit Leads, developing a deep commercial understanding of the business, business objectives and strategic ambitions
• Work closely with HR and Plant leadership to understand Headcount requirements, providing feedback on successes and challenges, in order to implement new ways of working as required
• Strengthen T&L brand recognition by continuously and proactively driving our employer brand across all sourcing channels in the toolkit, and adding new as appropriate – e.g. Linked In, Glassdoor, Local-based employment centres and colleges etc.
• Support hiring managers through role briefings, coaching and challenging as required to ensure ‘best practice’ is understood, ED&I initiatives are supported, and processes and policies are adhered to
• Creation of engaging job advertisements and appropriate placing to drive diverse applications – monitoring and advising on alternative channels as required
• Selection and assessment of candidates with structured methodologies – from application sifting, telephone screening and competency-based interviewing
• Creation and ongoing maintenance of reports/dashboards to provide timely metrics for recruitment updates, workflow management, and ED&I as required.
• Maintain awareness of key market trends, Talent Acquisition trends and competitor activity, using this intelligence to advise senior stakeholders in the business and influence change
• Ensure that the recruitment strategy remains fully aligned to the ED&I strategy
• Understand and leverage local recruitment opportunities at career fairs, ingredients conferences, and academic events (career fairs, early career events. Etc)
• Champion the Workday platform, ensuring compliance from end-users in the recruitment process flow, supporting with training as required
• Collaborate with the VP Talent & Culture and the TA team to define and roll out new ways of working, systems, processes, tools, etc.
• Influence the wider HR team to exceed expectations, to become valued TA experts, enhancing the reputation of the TA team
• Ensure cost effectiveness of all activities

PERFORMANCE MEASURES

• Increased visibility of recruitment activity to business and HR through the proactive provision of MI to stakeholders
• Embedding of consistent recruitment and assessment methodologies in the plants
• Adoption of workday for process management
• Creation of recruitment marketing collateral to support Operators and Technician recruitment
• Activities undertaken at local level to engage local labour force on opportunities at T&L

Improved diversity representation in the workforce year on year

LEGISLATIVE REQUIREMENTS

NA

SKILLS & EXPERIENCES

• Relevant experience as part of an in-house recruitment team managing recruitment assignments across a multiple site
• Experience driving recruitment best practice and standards throughout the business, being accountable and holding others to account
• Comfortable in challenging the status quo in order to evolve better ways of working
• Hourly recruitment experience required (Union exposure preferred), College recruitment experience a plus
• Demonstrated stakeholder engagement and stakeholder management experience
• Comfortable working as an individual contributor, but adept at bringing people together and managing the contributions of others on recruitment drives.
• Experience of successfully navigating a complex/ matrix global organisation
• Confidence in interviewing and assessment techniques for behavioural fit and technical requirements
• Project management skills
• Credible and easily able to influence others
• ATS user – ideally Workday – to track candidates and manage processes efficiently
• Inquisitive, demonstrates creative approach and innovative thinking to engage target audiences
• Collaborative with a customer centric approach
• Results oriented and delivery focused
• Experience stakeholder management up through executive leadership
• Ability to travel to various plant locations as required

TEAM ORG CHART

Created by (Line Manager name

Catherine Heritage

California Consumer Privacy Act ("CCPA")

The Company is committed to complying with the California Consumer Privacy Act (“CCPA”) and all data privacy and laws in the jurisdictions in which it recruits and hires employees. We collect the following categories of personal information for the purpose of hiring the best qualified applicants and to comply with applicable employment laws: Name and contact information; Job preference and work availability; Social Security Number and/or other identification information; Education and qualifications; Employment history and experience; Military service; Reference and background check information, including relevant criminal history and credit history; Social media information; Pre-employment test results; Post-offer medical examination information and results, including drug test results; Voluntary self-disclosure information regarding minority, veteran, and disability status; and Information provided by you during the hiring process.

Tate & Lyle is an equal opportunity employer, committed to the strength of an inclusive workforce.