Senior Talent Acquisition Specialist

MyPass Global is on a mission to empower safe, agile & connected communities. Our vision is to become the industry standard platform of record for workforce management and credentialing. Our vision transcends just one industry or geography, it speaks to building a global workforce management & credentialing system that is looked to for best practice in this space.

Our company values set the standard for the behaviours and mindset we expect from every "MyPasser". Our values include:

BRING OUT THE BEST We connect and empower people to build a safer future.We strive to create a positive and enduring impact, no matter how small.

CHALLENGE THE NORM We pursue innovation by practising curiosity and always asking 'why'. We challenge assumptions by seeking opportunities for growth and improvement.

TREAT PEOPLE WELL We treat our customers, employees and partners as equals. We foster meaningful relationships through trust, compassion and respect.

WALK THE WALK We are accountable for our goals, actions and collective vision. We work with integrity and are true to our word, fostering a culture of open communication.

Position Purpose Statement As a Senior Talent Acquisition Specialist, you will play a pivotal role in building and shaping our high-performing team, ensuring the acquisition of top-tier talent to drive the success of our SAAS company. You will be responsible for executing end-to-end recruitment processes, from sourcing and screening candidates to managing the interview and selection stages. Your primary goal is to attract, assess, and hire individuals who not only possess the necessary skills but also align with our company culture and values. We are seeking a highly motivated Senior Talent Acquisition Specialist with a proven track record of success in managing end-to-end recruitment for both technical and non-technical roles and from front-line to senior executive roles. The ideal candidate will have experience in tracking and analysing recruiting metrics and reporting to business leadership regularly as well as a deep understanding of HR tools and applicant tracking systems.

Key ResponsibilitiesTalent Sourcing and AcquisitionProactively source and identify qualified candidates through various channels, including job boards, social media, professional networks, and industry events.Build a talent pipeline to meet current and future hiring needs in multiple geographies.Develop and maintain strong relationships with potential candidates.Screening and EvaluationConduct initial candidate assessments, evaluating their skills, experience, and cultural fit.Coordinate and conduct interviews, both technical and behavioural, to assess candidate suitability.Collaborate with hiring managers to understand specific role requirements and team dynamics.Conduct employment and reference checks (and any other background checks as required by the business) on candidates ensuring outcomes are flagged to hiring managers where needed.Collaboration with Hiring ManagersPartner with hiring managers to define job requirements and expectations.Guide market trends, salary benchmarks, and recruitment best practices.Ensure a positive and efficient candidate experience throughout the recruitment process.Employer BrandingContribute to the development and execution of employer branding initiatives.Represent the company at industry events and participate in relevant networking activities.Showcase the company's culture and values to potential candidates.Data Management and Reporting.Maintain accurate and up-to-date candidate records in the applicant tracking system.Generate and analyse recruitment metrics to optimise the hiring process.ProcessEnsure disciplined management of employee-related documents and files, organising them appropriately within the HRIS system.Develop and maintain recruitment-related reports and metrics to analyse data and identify areas for improvement.Participate in other HR projects and initiatives as required.Key RequirementsProven experience as a recruiter, preferably in a SAAS or technology-focused environment.Understanding of diverse job roles within SAAS organisations, ranging from software development and engineering to product management and customer success, enabling targeted recruitment efforts and alignment with organisational objectives.Comprehensive understanding of end-to-end recruitment processes, from requisition management and candidate sourcing to onboarding and retention, ensuring efficient and effective talent acquisition outcomes.Proficiency in implementing industry best practices, such as competency-based interviewing, employer branding, and diversity recruitment initiatives, to enhance the quality and diversity of candidate pipelines.Strong interpersonal skills, including active listening, empathy, and relationship-building capabilities, fostering positive candidate experiences and stakeholder engagement throughout the recruitment lifecycle.Hands-on experience with applicant tracking systems (ATS) (preferably Lever) and recruitment software platforms, proficiently utilising these tools to streamline recruitment workflows, track candidate progress, and generate actionable insights for process optimisation.Proven ability to thrive in a fast-paced, rapidly evolving environment, managing multiple priorities and adapting to changing business needs while maintaining a high level of performance and attention to detail.Resilience, adaptability, and a solutions-oriented mindset to navigate challenges and drive continuous improvement in talent acquisition processes and outcomes.Bachelor's degree in Human Resources, Business, or a related field is preferred.Measures of SuccessNon-managerial positions must be filled within a timeframe of fewer than 45 days, while senior executive roles should be filled in less than 90 days.The retention rate -% of candidates who last longer than 12 monthsRegional eNPS score of 60+.Other metrics that will be tracked;

Offer Acceptance RateInterview to Offer RatioDiversity MetricsDevelopment Objectives0-6 Months:Develop an understanding of the company culture, values, and strategic direction.Develop an understanding of the product, use cases and value proposition (to share with candidates as required).Familiarise oneself with the recruitment and onboarding process, policies, and procedures.Establish relationships with the hiring managers and other stakeholders.Begin sourcing candidates for open roles.Begin developing a talent acquisition strategy and implement initiatives to attract top talent.Conduct initial interviews and screenings to identify candidates.Manage the recruitment process for multiple open positions.Work with hiring managers to develop effective onboarding plans for new hires.6-12 Months:Analyse recruitment data and metrics to identify areas for improvement.Develop and implement new recruitment initiatives to improve the quality and quantity of candidate pipelines.Develop and maintain relationships with recruitment agencies and universities.Collaborate with business unit leaders to identify future recruitment needs and plan for the same.Information Security Accountabilities Management:

- Determine and allocate the resources required to maintain and continuously improve the ISMS

- Ensure information Security requirements are communicated and understood across all levels of the business

- Ensure business activities support the security of information

- Promote the continuous improvement of information security

- Ensure changes to the ISMS are effectively communicated to the business and stakeholders

Senior Leaders:

- Ensure direct reports receive instructions that adequately describe the responsibilities for information security related to their job role

- Ensure direct reports receive training to maintain appropriate information security skills and knowledge required for their job role

- Ensure direct reports demonstrate the information security skills and knowledge required for their job role

- Ensure induction and training focus on the most relevant information security aspects for each job role

Employees:

- Understand own contribution to the effectiveness of the ISMS

- Understand own responsibilities within the ISMS (e.g. Acceptable of Use Assets Policy, Information Security Policy)

- Understand the consequences of non-compliance with the requirements of the ISMS

- Understand information security guidelines related to own job role

#J-18808-Ljbffr