Talent Acquisition & Analytics Partner

Under the general direction and guidance of the Talent Manager, the Talent Acquisition and Analytics Partner plays a key role in attracting, developing, and retaining top talent to meet current and future business needs. By combining strategic workforce planning, talent acquisition expertise, and data-driven insights, this role ensures Jambojet maintains a robust talent pipeline. The Partner is instrumental in leveraging analytics to inform decisions, streamline recruitment processes, and align workforce strategies with organizational objectives.

Key Accountabilities/Responsibilities:

Talent Acquisition:

1. Collaborate with department heads to understand current and future staffing needs and develop effective recruitment strategies.
2. Oversee the full recruitment cycle, ensuring efficient and effective processes from sourcing to onboarding.
3. Manage relationships with external partners, including recruitment agencies, educational institutions, and other talent sources.
4. Track, analyze, and report key metrics related to talent acquisition to inform strategy and decision-making.

Workforce Planning:

1. Partner with business leaders to forecast short-term and long-term staffing needs based on strategic goals.
2. Identify talent gaps and devise strategies to address them, including internal mobility, training, or external hiring.
3. Analyze turnover, retention, and internal mobility data to provide insights and actionable recommendations.
4. Use data-driven insights to optimize recruitment strategies and workforce planning initiatives.
5. Support succession planning initiatives to build a strong talent pipeline for critical roles.

People Analytics:

1. Establish and drive the People Analytics function within the People and Culture department.
2. Analyze and interpret complex workforce datasets to uncover insights, trends, and opportunities.
3. Translate data findings into actionable strategies that align with company objectives and workforce needs.
4. Design, implement, and manage HR dashboards and reports for leadership and HR stakeholders, ensuring data accuracy and relevance.

Know-How:

• Technical Knowledge: Strong understanding of end-to-end recruitment processes, workforce planning methodologies, and people analytics. Proficiency in HRIS systems, recruitment platforms, and data visualization tools (e.g., Power BI, Tableau).

• Management Skills: Expertise in project management and the ability to lead cross-functional initiatives. Skilled at managing external partnerships and vendor relationships.

• Human Relations Skills: Exceptional interpersonal and communication skills, with the ability to build strong relationships across all levels of the organization. Proven ability to work collaboratively in a team environment and influence stakeholders effectively.

• Specialized Knowledge: Deep understanding of the talent acquisition landscape and best practices in workforce planning and analytics. Familiarity with industry trends and innovations in HR analytics and talent strategy.

Problem Solving:

• Thinking Environment: Operate in a dynamic, fast-paced environment that requires agility and innovative approaches to recruitment and workforce planning.

• Thinking Challenge: Balance short-term talent acquisition demands with long-term workforce planning and analytics to align with business goals and objectives.

Accountability:

• Freedom to Act: High degree of autonomy in designing and implementing recruitment, workforce planning, and analytics strategies.

• Magnitude: Direct influence on organizational success by ensuring the right talent is in place to drive business objectives.

• Impact of Decisions: Decisions impact talent acquisition effectiveness, employee satisfaction, retention rates, and overall workforce productivity.

Qualifications:

1. Education: Bachelor’s degree in Human Resources, Business Administration, or a related field from a recognized institution.
2. Experience: Minimum of 3 years of experience in talent acquisition, workforce planning, or a related HR function. Demonstrated experience in people analytics is a must.
3. Certifications: Certification in HR or Analytics (e.g., SHRM, CIPD, or equivalent) is preferred.