Senior Talent Acquisition Partner

Purpose of Job

The Principal Talent Acquisition Partner (TAP) is a pivotal role to the EBRD in identifying top talent for the organisation at the mid to senior level, reporting into the Head of Talent Acquisition. The role is responsible for creating and executing sourcing strategies and establishing diverse candidate pipelines for key management and leadership roles for the Bank. 

This role owns and manages relationships directly with the Bank’s leaders, acting as a trusted adviser on all recruitment matters.  As well as a deep understanding of the designated business area and relevant external market, the Principal TAP will also maintain a high-level overview of the recruitment activity in their aligned client areas through working closely with the other members of the Talent Acquisition team.

Accountabilities & Responsibilities

• Responsible for leading, managing and executing all recruitment activity for mid-level, management and leadership roles within designated client areas.
• In collaboration with the wider TA team, oversees the delivery of recruitment activities within designated client areas and is an escalation point for Associates, where required.
• Leads on embedding various TA initiatives and projects such as  Diversity & Inclusion, Interview skills training, EVP, and optimising the use of social media platforms etc
• Proactively manages relationships with underrepresented constituencies. Builds plans to attract and source underrepresented nationals and communicate ongoing progress to stakeholders.
• Builds deep understanding of the business, strategic direction, and champions the EBRD employer brand.
• Works collaboratively with HR Business Partners and senior leaders to understand the current and future talent requirements and workforce plans for aligned business areas.  Builds effective resourcing and succession plans, pipelines and talent pools, and solutions that meet business needs.
• Uses data and analytics, drawn from a number of sources, to inform and influence resourcing decisions and provide solutions that deliver improvements across time, cost and quality of hire, as well as contributing to the overall recruitment strategy.
• Works closely with the wider Talent Acquisition team to build effective talent pools, reduce time and cost per hire and ensure high quality of applicants through effective attraction strategies, assessment and process management.
• Develops enduring working relationships with senior stakeholders (CLG level) on TA matters, consulting with them, and influencing around strategic hiring plans and sourcing/ selection strategies.
• Partners directly with key stakeholders to educate and build the capability in critical talent management skills i.e. recruitment best practice, internal policies, diversity & inclusion aims, sourcing methodologies, talent demand and availability, talent planning and selection, and other key points relating to the end to end recruitment process.
• Advises stakeholders on appropriate selection criteria aligned to the Bank’s competency framework. Manages all aspects of selection panels.
• Acts as the primary communication point with candidates, providing a positive candidate experience at all relevant levels.
• Ensures that relevant Bank approval processes are adhered to as part of the selection process, e.g., for CLG roles, or when a recruitment activity results in an exception from standard policy.
• Actively involved in continuous improvement activities across HROD, and specifically within the TA team; including identifying areas of policy improvement, flagging emerging risks and mitigants.
• Record-keeping to underpin sound administration of selection processes:  Documenting and filing an accurate audit trail to clarify policy decisions and/or to document rationale for policy variations in the realms of Talent Acquisition events. Ensuring adequate details are kept and filed correctly so that any future recollection of a decision is fully captured and easily retrievable
• Supports the Associate Director, Head of TA and The Director, Head of Talent and Performance Management with the design, planning and delivery of various recruitment related strategic initiatives and projects.  
• Acts as a trusted advisor to wider HR team and the business on Talent Management and Resourcing.
• Keeps up with external research/trends/thinking to make sure EBRD TA team stays relevant, proactively shares knowledge within HROD, the TA team and with more junior peers.
• Remains abreast of wider HROD and Bank wide topics, using this knowledge as context for key interactions and activities, and to support strong connectivity within HROD and institutionally. Actively engages within HROD to understand upstream and downstream impacts of actions.
• This job description is not limited to the responsibilities listed and the incumbent may be requested to perform other relevant duties as required by business needs.

Knowledge, Skills, Experience & Qualifications

• Degree in relevant discipline or equivalent experience.
• Extensive and demonstrable full lifecycle recruitment experience working in an international, complex and matrix organisation.
• Mix of agency and in-house recruitment experience with proactive sourcing approach. 
• Experience using, and achieving tangible recruitment success, in an applicant tracking system, LinkedIn Recruiter and other social recruiting tools.
• Demonstrable recent experience in recommending and using effective direct sourcing strategies and channels to drive the development of a diverse pipeline of candidates.
• Proven ability to support clients in building succession pipelines from internal and external candidate pools.
• Digital acumen and the ability to analyse and interpret recruitment data.
• Demonstrable experience independently building enduring strong stakeholder relationships, with diverse wider HR team and senior stakeholders.
• Proven experience and success in consulting with and influencing senior hiring managers, on talent acquisition process, policy and strategy.
• Experience delivering continuous process improvements, including from a TA policy perspective.
• Highly client-focused and adaptable, proactive and demonstrated organisational skills.
• Previous experience in owning and delivering simultaneous recruitment projects.
• Previous experience with behaviour/ psychometric assessment is desirable.  
• Fluency in English both written and oral. A second language advantageous.

What is it like to work at the EBRD?

Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in. 

The EBRD environment provides you with:

• Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in;
• A working culture that embraces inclusion and celebrates diversity;
• An environment that places sustainability, equality and digital  transformation at the heart of what we do.

Diversity is one of the Bank’s core values which are at the heart of everything it does.  A diverse workforce with the right knowledge and skills enables connection with our clients, brings pioneering ideas, energy and innovation. The EBRD staff is characterised by its rich diversity of nationalities, cultures and opinions and we aim to sustain and build on this strength. As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities.  As an inclusive employer, we promote flexible working and expecting our employee to attend the office 50% of their working time.

Please note, that due to the high volume of applications received, we regret to inform you that we are unable to provide detailed feedback to candidates who have not been shortlisted (for further consideration).