The Talent Acquisition Partner (TAP) is responsible for the execution of recruiting plans for the given business area, employing traditional sourcing strategies as well as leveraging new innovative recruitment approaches.
This position plays a critical role in ensuring that the best possible talent will be hired through a partnership with the Business Leaders and Talent Acquisition.
You will be a partner to aligned client groups, designing creative sourcing strategies to recruit top talent, and managing the hiring processes from initiating searches through onboarding.
Support candidates throughout all stages of the application and hiring process and ensure a signature candidate experience.
Build and manage relationships with internal stakeholders and business leaders to understand hiring forecasts and recruiting priorities and to fill hiring needs in a timely manner.
Deliver comprehensive support and consultation to business hiring groups in full life cycle recruitment process.
Identify and manage stakeholders and influencers to accelerate and manage recruitment process.
Drive recruiting activity for aligned client groups for their external hiring needs.
Coach managers / interview teams to incorporate capability and competency based assessments during their interview.
Build and leverage external relationships with technical / diversity / professional associations, to help shape sourcing strategy and develop future talent pipelines.
Develop and build a candidate generation strategy which includes industry / competitive research and sourcing tactics to attract passive and active candidates.
Understand candidate career goals, design compensation recommendations, and consult with clients on how to successfully hire candidates.
Execute diversity recruiting strategies to attract a diverse workforce to IBM by hiring talented people of varied backgrounds, experiences and styles.
Collaborate with university recruiting teams to participate in campus events, career days and info sessions at select universities.
Effectively leverage social media tools in alignment with IBMs Social Media and Branding Strategy.
Meet / exceed key recruiting performance metrics.
Set high recruitment standards ensuring operational excellence and compliance.