Team Leader – Talent Sourcing (Investment Banking/Non-IT)

Team Leader Talent Sourcing (Investment Banking/Non-IT)

Purpose and Position in Organization

Talent Sourcers play a key role in our clients success by partnering with Hiring Managers and Recruiters and developing effective, consultative, professional relationships with them. Through asking the right questions to ensure a detailed understanding of the client and each role, and by leveraging data, historic hiring trends, and market analysis, Talent Sourcers develop bespoke sourcing strategies and then use a range of tools and techniques to find the best talent in the market. Talent Sourcers are brand ambassadors for our clients, bringing each opportunity to life with candidates in a compelling and authentic way to ensure they are qualified, interested, and engaged before being presented to the Hiring Manager. A Talent Sourcing Team Leader is a talent acquisition expert and trusted adviser and will partner with senior stakeholders to fully understand and influence their recruitment requirements and strategies. They drive team engagement, leading, coaching, developing, and inspiring their team to find and deliver high-caliber talent for our clients and an exceptional experience to our candidates.

Stakeholders

Talent Sourcing Leadership, CSMs, Recruiters, Talent Community Manager, Performance Manager

People Manager

Yes

Reports to:

Manager

Career Level

Principal - 3

Key Responsibilities and Activities

• Must have experience working with global functions
• Should have handled roles such as Liquidity, Hedge Funds, Trade Settlement, Legal Assets, Risk & Compliance, Governance, etc.
• Must have prior experience managing a team of 57 members

Performance Outcomes / Accountabilities

Feedback from key stakeholders

Offers accepted by candidates each month

Candidate conversion rates (e.g., ratio of candidates provided to a Hiring Manager to those offered an interview)

Data completion and accuracy

100% compliance with all mandatory AMS and Client required training

Team engagement scores

Development plans in place for the team

Key Responsibilities and Activities

Managing a team of diverse individuals, setting them up for success and enabling them to grow their careers

Setting clear objectives and having regular quality conversations (weekly 121s) to discuss individual performance, development, and wellbeing

Talent champion training, coaching, and advising your team to build its technical and strategic capability. Ensuring development plans are in place for each member of the team and discussed regularly

Recognizing and rewarding growth, promoting talent, and addressing underperformance

Leading and inspiring high performance, driving team performance to ensure successful delivery against key metrics through engagement and accountability

Regular and informal touch points to discuss performance: resolving issues, sharing knowledge, and celebrating successes

Supporting the team in ensuring understanding and application of effective recruitment techniques and the innovative use of available tools

Positive role model, proactively leading the team to think strategically and adapt to changes and new initiatives, seeing challenges as an opportunity

Subject matter expert, providing support to the team to develop bespoke, targeted sourcing plans and ensuring that they can bring insights-driven solutions to recruitment challenges. Helping them to challenge barriers to success

Maintaining accuracy in reporting and tracking to drive accountability, manage capacity, and identify areas of improvement and strong performance. Recognizing core trends that might drive change

Talent reviews and succession plans

Encouraging the team to think commercially and be aware of potential further client opportunities

Partnering with senior stakeholders, building influential relationships

Acting as a Trusted Advisor, using data and insights to drive confidence in recruitment strategies, set expectations, and challenge barriers to success in a constructive and solutions-focused way

Business reviews to discuss performance against targets

First point of call for escalations, supporting the team and partnering with Recruiters to ensure quick and robust resolution

Partnering with CST team to deliver a seamless AMS experience to both Hiring Managers and candidates

AMS Behaviors

AMS Behaviors, aligned to our Ways of Working, are a core part of our overall performance. For more detailed information about what good looks like against our AMS Behaviours for your Career Level, please refer to the Behaviors Framework

Behavioral Skills

Acts Proactively and At Pace proficiency level 3

Conflict Resolution proficiency level 3

Delegates to and Empowers Others proficiency level 3

Drives Continuous Improvement proficiency level 3

Drives Outcomes proficiency level 3

Engages and Motivates Others proficiency level 3

Establishes Credibility and Integrity proficiency level 3

Knowledge Sharing - proficiency level 3

Mentors/Coaches others - proficiency level 3

Prioritization and Capacity Management - proficiency level 3

Recognizes Others - proficiency level 3

Risk Analysis and Mitigation - proficiency level 3

Stakeholder Partnering - proficiency level 3

Talent Planning and Development - proficiency level 3

Technical Skills

Data Literacy proficiency level 3

MS Office - proficiency level 3

Recruitment Technology Literacy - End User - proficiency level 3

Sourcing Tools and Techniques Expertise - proficiency level 3

The role may require additional language proficiency and/or industry knowledge - client, geography or sector