Talent Acquisition Lead Bucharest Bucharest

Talent Acquisition Lead Bucharest
Bucureşti
Bucharest, Bucharest, Romania

At our
- new Shared Business Platform (SBP) in Bucharest, we offer a dynamic environment where career growth is actively supported through internal mobility, globally recognized certifications, and continuous professional development. We value work–life balance, offering flexible work arrangements, and wellbeing initiatives that help you thrive both personally and professionally.

Now, let’s explore this exciting opportunity so that you can be part of our mission.

As HR builder of the workforce of the future & the enabler of moments that matter you :

Play a crucial role in attracting and delivering
- performance hires to the business and participate in creating a talent pipeline for global talent acquisition needs initiatives.  

Are the single point of contact for local Head of HR and Managers on all matters concerning Talent acquisition activity.  

Manage the full cycle recruitment process, serve as the subject matter expert and become the
- to person on all matters of talent acquisition: sourcing strategies while maintaining high standards of candidate experience throughout the recruiting process. With the ability to navigate a highly matrixed organization in different locations.  

Participate in driving different department initiatives/projects assigned to you.  

Recruitment Strategy Sessions (RSS) 

Lead the RSS meeting with the Head of Local HR and hiring managers & discuss the specificities and prerequisites of the job ( Management skills, leadership competencies. . ).  

Design a diverse, successful and
- effective sourcing strategy (Internal mobility, External job boards, Linked
In, School alumni, Headhunter. . ).  

Define recruitment key success indicators thru qualitative KPIs.  

Plan a timeline and regular RSS updates in the calendar of Local Head of HR, and hiring managers.  

Gather requirements that meet candidate needs throughout the hiring lifecycle and identify the role according to critical, complex, high level or
- volume searches.

Ensure the collection of the necessary information for confidential recruitments requiring a headhunter search & for cost monitoring purposes liaise with the local Head of HR for approval.

Talent Sourcing 

Write attractive job postings that are inclusive and
- biased.  

Post on the internal portal for 2 weeks to promote internal mobility prior to posting this externally.

Lead active sourcing by using Boolean searches on Linked
In and defined job boards.  

Leverage
- term relationships with talent pools and communities with the Talent Acquisition team.  

Candidate Assessment & Screening 

Manage the candidate screening framework, and identify, and adopt best practices that ensure effective screening processes and a qualified talent pool.

Propose a diverse shortlist composed of different genders & the feminization of roles.  

Lead assessment centers for all leadership & managerial roles using the tools in place.  

Share talent pool candidates across the global Talent Acquisition teams.  

HR BP/Stakeholder/Client Engagement 

Regular
- ins with local Head of HR on critical talent & strategic workforce planning needs.  

Frame information in a professional way to the business needs and influence hiring managers & leaders to embrace differentiated and alternative types of talent (e. g. , compete, diverse, nontraditional) that may not be typically considered.  

Apply deep knowledge of factors relevant to the business and hiring managers' needs (e. g. , Interview planning, Candidate evaluation, interview techniques, time to hire, location, budget)

Use data and metrics, and an understanding of
- term business requirements, to advise on the implications of talent gaps.

Candidate Attraction 

Monitor content on SCORs career platform, Linked
In, and other platforms to promote SCOR employer branding 

Use a deep knowledge of competitor opportunities to differentiate SCOR’s unique career possibilities, advantages, and rewards and leverage a consistent, compelling message that conveys the most significant motivators to prospective candidates.  

Participate in different employer brand processes influencing our reputation as an employer among job seekers,  and employees.  

Share proven stories that help others across the discipline to source, recruit, and/or close candidates.

Candidate Experience 

Enhance the candidate’s experience at all phases of the relationship by offering excellence in execution during the entire recruitment process.

Proactive in identifying factors that may adversely impact the candidate’s experience and propose necessary corrective actions.  

Recruitment Operations and Administration 

Perform “Proper & efficient” Talent Acquisition tasks to ensure
- quality delivery of recruitment data for the business and notably 

Execute consistently all operational tasks in Oracle ATS.

Handle all
- related administration in a timely manner & respect the defined deadlines and governance 

Offer administrative help to hiring managers such as interview arrangements, planning regular
- ups etc. .  

Track daily, weekly, monthly, and
- defined metrics and always maintain efficient reporting

Regularly update the business and HR on progress, market feedback, and constraints impacting the recruiting process of all open position requisitions.  

Obtain cost approval from the local Head of HR prior to recruitments launched with a headhunter or a search agency.  

Team participation

Actively participate during staff meetings & engage in related initiatives and projects assigned.  

Transfer knowledge by proactively sharing information and best practices with Team Members.  

Drive creative, initiative, and agile learning in Talent Acquisition and share interesting market trends & surveys.  

Ask for continuous feedback and maintain regularity in your
- ins with your leader

Campus Management

Lead intern & apprentice recruitment strategy for your scope.  

Propose diversified strategies, and optimize job board visibility on defined schools platforms.

Write attractive job postings to attract the right talent & develop the SCORs employer brand.  

Organize to participate in University/School career fairs defined along with hiring managers.  

Log & track recruitment performance & KPIs 

Propose new opportunities and ideas to develop school relationships 

Required experience & competencies 

Several years of experience in a Talent Acquisition recruiter role, be it in a Headhunter firm or Recruitment agency is required 

Excellent expertise & experience in extensive Boolean searches (Linked
In, job boards) 

Working experience in a multinational financial services company is a plus 

A solid understanding of the Talent market landscape 

Campus recruitment experience will be appreciated 

Experience in designing effective sourcing strategies to meet changing business needs 

Strong verbal and written communication and presentation skills.  

Proficient in English and French (Written, Read, Spoken) 

Proficiency & ability to work with an Applicant Tracking System (at SCOR we use Oracle HCM Cloud), Outlook, and MS Office 

Personal Competencies: 

Guides others in resolving complex issues in specialized areas based on existing solutions and procedures.

Serves as an expert in all Talent Acquisition matters & brings in high degree of maturity to influence, convince & embark on others

Leads function projects and serves as a best practice resource to others.

Drive for Results: Tenaciously pursues positive outcomes, using effective approaches to solve problems. Delivers commitments and seeks increasingly challenging work. Takes responsibility and holds others accountable for actions, decisions, and goals.  

Trains & mentors junior staff : Drives alignment and teamwork within a team, department, or across organizational boundaries. Combines resources and joins efforts to achieve
- wide goals. Ability to work collaboratively across various functions, geographies, and cultures; proven global mindset 

Growth Mindset: Responding positively to challenges and continually seeking new and better ways of approaching things. Energy, enthusiasm, and confidence.  

Ability to prioritize, excellent organization skills, and meticulous attention to detail.

Customer Focus: Anticipates customer needs, and proactively meets and exceeds customer expectations. Recognizes the issues that customers want to resolve, and creates or facilitates the creation of, products and services to address customer needs. Ability to build good relationships and partnerships with key influencers across the organization.  

Influencing for Impact: Communicates and networks effectively. Successfully persuades and influences others.  

Business Acumen: Applies an understanding of how SCORs business operates, financially and strategically, within the industry. Analyze key business drivers and integrate insights into priorities and plans.  

Trusted Advisor: Conveys professional depth and builds strong client relationships. Effectively influences clients & manages their expectations.  

Equivalent combination of related education and experience, or ideally a master’s degree in Business Management, or a related field.