TALENT ACQUISITION PARTNER

About Kerry Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries.
Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world.
Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition.
A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment.
About the role We have an exciting opportunity to join Kerry as a Talent Aquisition Partner supporting the North America region.
This role can be remote within Latin America or hybrid to our location in Queretaro, MX.
As a member of our NAMER Talent Acquisition team your will build relationships with candidates and partner with our business leaders, working to understand the dynamic hiring needs of each of your assigned business functions.
Your role is to engage, identify and hire the most qualified candidates to support our ever-growing business needs.
You will manage a full slate of requisitions, actively recruiting for full-time employees at all levels (including passive sourcing), from entry level to experienced, as well as support the internal movement process between roles.
If you are passionate about identifying and attracting talent, we would like to talk to you! Key responsibilities Strategic Stakeholder Management.
·â€ƒâ€ƒServe as a strategic talent acquisition business advisor to the hiring leaders and business unit/s assigned.
·â€ƒâ€ƒKnowledgeable and able to present market intelligence to the hiring leaders.
·â€ƒâ€ƒProactively understand business challenges impacting talent acquisition and communicate as appropriate to client.
·â€ƒâ€ƒIdentify, manage and proactively resolve conflicts related to client relationship and assist team members to do the same.
·â€ƒâ€ƒAct as point of contact for day-to-day recruitment processes and functions.
Finding Candidates:  ·â€ƒâ€ƒLead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements.
·â€ƒâ€ƒReview of candidates who have applied via the Applicant Tracking System (ATS).
·â€ƒâ€ƒEvaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process.
·â€ƒâ€ƒDevelop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements.
·â€ƒâ€ƒSource candidates via CV/resume databases, search engine and networking sites using Boolean search language.
·â€ƒâ€ƒSolicit and pursue referrals from business networks and/or internal referrals Engaging Candidates.
·â€ƒâ€ƒUse an appropriate mix of media to connect with talent communities (phone, email, social media, etc.).
·â€ƒâ€ƒArticulate value proposition to candidates who are interested in the job opportunity.
·â€ƒâ€ƒEnsure candidates are provided with timely updates concerning the status of their applications and interviews.  Assessing Candidates.
·â€ƒâ€ƒUse independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions.
·â€ƒâ€ƒKeep candidates engaged the throughout process, ensuring consistent communication on the status of the search.
·â€ƒâ€ƒPartner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations.
·â€ƒâ€ƒArticulate a job offer to the candidate and drive for candidate acceptance, anticipating and negotiating counteroffers as appropriate.
Service Excellence.
·â€ƒâ€ƒStrict adherence to all regulations (OFCCP, GDPR and other international data privacy legislation) and all other compliance standards set forth).
·â€ƒâ€ƒWork to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times.
·â€ƒâ€ƒProvide accurate and regular reporting of recruiting activities to the hiring leader and Kerry leadership to depict both metrics and efforts.
·â€ƒâ€ƒIdentify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders.
·â€ƒâ€ƒProactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward.
Qualifications and skills Education.
Bachelor's degree required.
Preference in business management, human resources or a related field.
Experience.
5+ years of recruiting experience within/across the region they will support, with demonstrated successes in a corporate, RPO or agency setting 4+ years of experience of professional search, recruitment or other relevant talent acquisition work.
Demonstrable experience within the region the TA Specialist will support is essential (USA) Ability to clearly and effectively communicate in English is essential.
Functional/Technical Knowledge, Skills and Abilities Required.
·â€ƒâ€ƒStrong research skills, both internet and telephone based, including but not limited to LinkedIn, Boolean search, X-ray search techniques, filetype searches and image searches ·â€ƒâ€ƒExperience using recruitment technologies such as Applicant Tracking Systems (ATS) and social media tools.
·â€ƒâ€ƒProficient in Microsoft Office, including Outlook, Word, Excel and PowerPoint.
·â€ƒâ€ƒKnowledge of common Human Resources principles, practices and metrics related to talent acquisition.