Early Careers Talent Advisor

Job Summary:

Leads end-to-end 'Early Careers'' Talent Acquisition processes. Builds meaningful, strategic relationships with business stakeholders and delivers a high-quality candidate experience through clear and timely communication. The successful candidate will ideally be bilingual, with fluency in English and at least one additional European language, and will bring experience from an in-house Talent Acquisition or Recruitment Process Outsourcing environment. This is an excellent opportunity for a relationship-focused recruiter who is keen to contribute to a world-class Talent Acquisition function.

Key Responsibilities:

• Leads the end-to-end recruitment process, partnering with specialist sourcing and coordination teams and screening internal and external applicants.
• Advises hiring managers and interview panels on interviewing and selection best practices.
• Develops targeted sourcing strategies to build strong and diverse candidate pipelines for priority positions.
• Communicates regularly with candidates regarding their application status, role requirements, and the Cummins employee value proposition.
• Oversees interview scheduling and candidate travel arrangements, partnering with the business to ensure an efficient and positive interview and selection process.
• Travels as required to recruitment events and meetings with internal stakeholders.
• Leads elements of the implementation and continuous improvement of the organisation’s recruitment processes, ensuring alignment with applicable legislation and internal policies.
• Coaches, collaborates with, and supports hiring managers and other key stakeholders throughout the recruitment process and in the development of longer-term hiring strategies.
• Tracks and analyses recruitment key performance indicators, using data and insights to identify opportunities to improve the quality, effectiveness, and efficiency of delivery.
• Conducts regular performance reviews with business stakeholders to support informed decision-making and continuous improvement.
• Partners with the employer branding team to strengthen brand presence and provide recruitment insights that inform the development of the employer brand.

Provides guidance and coaching to junior Talent Acquisition colleagues, sharing expertise and helping to build capability across the team. Develops strong relationships with business leaders and hiring managers, taking time to understand the structure, priorities and commercial drivers of the business unit to provide informed, consultative recruitment advice. Uses this understanding to anticipate talent needs, challenge constructively and shape longer-term hiring strategies that align with business objectives.

Competencies: 
Bilingual - Business fluency in English is required, and proficiency in an additional European language is highly desirable.

Action oriented - Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.

Balances stakeholders - Anticipating and balancing the needs of multiple stakeholders.

Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.

Customer focus - Building strong customer relationships and delivering customer-centric solutions.

Decision quality - Making good and timely decisions that keep the organization moving forward.

Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.

Interpersonal savvy - Relating openly and comfortably with diverse groups of people.

Persuades - Using compelling arguments to gain the support and commitment of others.

Candidate Assessment and Selection - Defines qualification requirements and selection criteria for open positions using Cummins tools; employs objective selection processes that meet compliance requirements; assesses, evaluates and selects candidates against pre-determined job specifics and "Select for Cummins" competencies, and communicates openly with candidate and stakeholders to ensure timely hiring outcomes.

External Talent Sourcing - Identifies and applies appropriate candidate sourcing methodologies and tools to identify, attract and engage a diverse pool of talent in the external market. 

Human Resources Business Process Execution - Manages the execution of Human Resources business processes, seeking efficiency, accuracy, positive business performance outcomes and operational agility; integrates activities across processes as needed; assures compliance with process and legal requirements; effectively balances process requirements and business leader needs.

Human Resources Consulting - Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.

Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.

Values differences - Recognizing the value that different perspectives and cultures bring to an organization. 

Education, Licenses, Certifications: 
College, university, or equivalent degree in Human Resources, Business, or related field or equivalent experience required. 

Experience: 
Intermediate level of relevant work experience required.