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The Senior Talent Acquisition Specialist is responsible for identifying, attracting, and hiring leadership and critical talent across BME. This role focuses on building strong relationships with Group Talent Management, executive search firms, agencies, RPO, government and education institutions, and key stakeholders to ensure a seamless and effective recruitment process. The Specialist will establish and maintain an efficient acquisition framework and leadership partnerships, delivering on talent requirements while enhancing the candidate experience. Key priorities include proactively managing business talent demands, optimizing cost and time-to-hire, and leading strategic sourcing and pipeline development to mitigate continuity and succession risks in support of the GM HR and Global Talent Manager.

The Senior Talent Acquisition Specialist is responsible for identifying, attracting, and hiring leadership and critical talent across BME. This role focuses on building strong relationships with Group Talent Management, executive search firms, agencies, RPO, government and education institutions, and key stakeholders to ensure a seamless and effective recruitment process. The Specialist will establish and maintain an efficient acquisition framework and leadership partnerships, delivering on talent requirements while enhancing the candidate experience. Key priorities include proactively managing business talent demands, optimizing cost and time-to-hire, and leading strategic sourcing and pipeline development to mitigate continuity and succession risks in support of the GM HR and Global Talent Manager.

• Bachelor’s degree in Human Resources, Business Administration, or a related field

• 5 years of experience in talent acquisition, with a focus on executive and critical skills hiring
• 3 years’ experience in proactive sourcing for a mining or manufacturing industry
• 2 years supervisory skills

• 7 years’ experience with executive hiring, partnering with headhunters and optimizing the supply of talent
• Broader talent management experience would be an advantage

• Create and execute a hiring strategy that aligns with TA strategy, organizational goals and objectives.
• Identify current and future hiring needs across all departments and regions.
• Establish a data-driven recruitment strategy to attract high-quality candidates.
• Advise leadership on market insights and competitor trends to influence talent attraction initiatives.
• Improve time-to-fill for executive and scarce roles.
• Incorporate advanced labour market analytics (e.g., demographic shifts, leadership hiring trends) into executive talent strategies.

• Manage the end-to-end recruitment process for management and critical positions across the organization.
• Elevate expectations for providing consultative advice to Exco on recruiting concerns, leveraging strategic data insights.
• Refine proactive sourcing and passive talent pipeline management for critical roles.
• Partner with head-hunters and RPO to source and secure high-calibre talent.
• Develop and maintain a pipeline of qualified candidates for critical roles.
• Conduct initial assessments and present shortlisted candidates to stakeholders with comprehensive talent insight summaries.
• Manage risk throughout the process (e.g., compliance, reference checks, and legal considerations).
• Ensure seamless administration of recruitment processes, including scheduling, sourcing support, and candidate communication.
• Contribute directly to policies governing senior-level recruitment and adherence to executive hiring best practices.

• Represent BME as an employer of choice to attract exceptional leadership talent.
• Ensure a consistent and professional candidate experience throughout the recruitment process.
• Partner actively with HR and Marketing on employer branding to develop senior management focused branding campaigns that appeal to high-calibre talent.

• Maintain accurate records and recruitment metrics, providing regular updates and reports to the GMHR.
• Continuously refine and improve executive recruitment process, hiring strategies and outcomes through proactive insights and reports that enhance decision making, quality, cost and candidate experience.
• Monitor and improve offer decline rates.
• Maintain an active market talent mapping for all critical and leadership roles including salaries.
• Produce monthly and quarterly business reports on recruitment challenges, trends, efficiency, candidate satisfaction and market analysis.

• Build strong relationships with business leaders and hiring managers so as to provide tailored recruitment solutions.
• Collaborate with BME Exco and the GM HR to understand workforce needs and develop tailored recruitment strategies.
• Act as a trusted advisor to hiring managers, providing insights and recommendations for senior-level hiring.
• Ensure alignment of hiring practices with organizational goals, policies and culture including Omnia’s EVP and transformation objectives.

• Build and maintain strong relationships with RPO and recruitment partners.
• Monitor RPO performance and ensure alignment with the organization’s standards and value through clear SLAs and quarterly performance reviews.

• Proven track record of managing relationships with executive search firms and agencies.
• Deep understanding of senior-level recruitment processes, market trends, and talent sourcing strategies.
• Strong interpersonal and communication skills, with the ability to influence and engage with senior stakeholders.
• Excellent organizational skills and the ability to manage multiple priorities simultaneously.
• Experience working in a global or multi-divisional organization is a plus.