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Location

This role can be based in an Cargill hub location in Europe. Preferred locations include:

• Schiphol, Netherlands
• Mechelen, Belgium
• Sofia, Bulgaria 
• Warsaw, Poland

Job Purpose and Impact

The Senior Supervisor, Talent Acquisition job sets goals and objectives for the achievement of operational results for the team responsible for the execution and implementation of the organization's staffing and recruiting activities, including budgeting for employment and recruiting expenditures. This job designs and administers recruitment strategies, plans and procedures in order to recruit top talent in a cost-effective manner and add value to the organization. This role will be forward thinking, requiring extensive related recruiting and talent acquisition experience, including extensive experience in building relationships with business leaders, hiring managers, candidates and across the HR team.

Key Accountabilities

• STRATEGY DEVELOPMENT & EXECUTION: Oversees the execution and implementation of recruiting strategies in the areas of staffing and sourcing, including collaborating with management to develop job postings, recruitment strategies and competencies.
• RECRUITING PROGRAM DELIVERY: Ensures the delivery of recruiting programs and processes designed to meet the needs of the organization, utilizing knowledge of recruiting industry trends and best practices and the business environment.
• RECRUITING METRICS: Leads the applicant tracking systems, report building and metrics analysis, utilizing insights to drive improvement of overall recruiting coordination practices.
• BRANDING INITIATIVES: Implements branding initiatives that position the organization as an employer of choice in the marketplace.
• CANDIDATE SOURCING & SCREENING: Oversees the research of candidates, analysis of workforce demands and development of networks to ensure a constant flow of qualified candidates using recruiting tools, and screens candidates and conducts interviews to recruit prospective employees.
• COMPLIANCE ASSURANCE: Establishes and implements accountability measures and processes, and ensures recruiting policies and processes comply with legal requirements and organizational standards.
• TEAM MANAGEMENT: Manages team members to achieve the organization's goals, by ensuring productivity, communicating performance expectations, creating goal alignment, giving and seeking feedback, providing coaching, measuring progress and holding people accountable, supporting employee development, recognizing achievement and lessons learned, and developing enabling conditions for talent to thrive in an inclusive team culture.
• STAKEHOLDER PARTNERSHIPS: Collaborates with internal stakeholders including HR partners, hiring managers, and external vendors to ensure alignment of recruiting strategies with organizational needs and market competitiveness.

Qualifications

Minimum Qualifications

• Minimum requirement of 4 years of relevant work experience. Typically reflects 5 years or more of relevant experience.
• Fluency in English – written and spoken.
• Confirmed experience in global talent acquisition strategy, candidate pipeline development, research and a variety of talent attraction and engagement methods, processes and tools.
• Confirmed experience in recruiting technology and tools as well as talent acquisition digital disruptive tools.

Preferred Qualifications

• Leadership experience and proven ability of building high-performing and engaged teams.
• Proven track record of successfully leading global talent acquisition strategy, candidate pipeline development, research, and execution across a variety of talent attraction and engagement methods, processes and tools for operations and supply chain professionals.
• Excellent communication, relationship-building, and interpersonal skills, with the ability to effectively interact with candidates, hiring managers, and senior leaders as well as influence key stakeholders across the organization.
• Experience with applicant tracking systems (ATS), recruitment marketing platforms, and other HR technology tools.
• Adept with leveraging data to build KPIs/metrics, including determining, measuring, elevating, and monitoring performance on a regular basis, develop actions/strategies based on outcomes and story tell leveraging data.