Our people are foundational to our strategy they are not resources’ that we leverage! Our People team (formerly Human Resources) partners with leaders to engage and attract high performing, diverse, entrepreneurial talent.
We continuously challenge ourselves to be BOLD in our thinking, design and delivery of people solutions that enable our people to be the best that they can be and drive exceptional ResMed success.
The primary role of Talent Acquisition function is to collaborate and partner with business managers as well as People business partners to attract and hire the best, most suitable talent to meet strategic as well as operational needs of the business.
Key deliverables include managing the talent acquisition process throughout the job lifecycle from role briefing, sourcing, screening, interviewing to offer making and reference check of prospective employees.
Let’s talk about the Role
The primary objective of Talent Acquisition specialization within Talent Acquisition Job Family is to develop and implement agile strategies or programs that are responsive to the evolving needs of the organization and ensure effective service delivery.
Responsibilities include leveraging tools and analytics for scalable solutions; workforce planning through analyzing industry / geographic trends, developing talent pipelines, promoting company image through ResMed's Employer Value Proposition (EVP);
partnering with external vendors and internal stakeholders; process and cost optimization, governance and policy development;
managing the talent acquisition process throughout the job lifecycle from role briefing, sourcing, screening, interviewing to offer making and reference check of prospective employees.
Performs work in a specialized area of expertise that requires knowledge of fundamental themes, principles and concepts.
Typically requires a university degree or equivalent work experience.
Responsibilities might include :
1) Performing routine professional-based activities (early in career)
2) Contributing to and managing projects (mid-career)
3) Providing advice / direction in primary areas of expertise (specialist and expert)
4) Leveraging professional expertise and relationships to contribute to strategy and drive business results (principal)relationships to contribute to strategy and drive business results (principal)
Networks with contacts outside own area of expertise.
Leads a cooperative effort among members of a project team.
Works independently, with guidance in only the most complex situations.
Frequently leads sub-functional teams or projects and train and mentor junior team members.
Serves as a best practice resource within own area of work.
Let’s talk about You
Minimum of four years of technical recruiting experience (combination of agency and in-house recruiting required), common roles include;
Cloud Engineers (AWS), Data Scientists, DevOps Engineers, Mobile Developers
Demonstrated experience recruiting technical talent and building networks to promote our employer brand to candidates.
Strong consultative approach with a demonstrated ability to develop successful business partner relationships at all levels of an organization
Experience in researching, developing, and implementing new candidate sourcing and search methods for both passive and active candidates
Business acumen, the ability to understand how the position s / he is recruiting for fits into the business / department.
Must have demonstrated knowledge and experience in HR recruiting processes and practices (i.e., compensation, EEO laws, interviewing skills, sourcing strategies, etc.)
Strong marketing / selling and negotiation skills with the ability to influence senior management, candidates, and hiring managers.