Page 3 - Molex Head of Talent Acquisition

REPORTING STRUCTURE

The Head of Global TA will report to the Vice President and Head of Talent for Molex.

While there is a small and high performing corporate recruiting team, this is in essence a
“Greenfield” role. As such, the selected candidate will work very closely as an “influencing
position” with corporate and line business leaders, HR business partners and talent acquisition
specialists around the globe to meet the search / staffing and recruiting needs of all
stakeholders and businesses. The talent acquisition / shared recruiting specialists embedded in
the businesses today will have a dotted line reporting relationship to the Head of Global TA but
will report directly (solid line) into the businesses. These specialists will work closely with the
Head of Global TA and reporting lines could change if there is value in doing so.

RESPONSIBILITIES / SUCCESS FACTORS / COMPETENCIES

 Guide and influence senior management on strategic Talent Acquisition issues across all
business units, functions and locations around the globe.
 Develop and ensure continuity and consistency of candidate acquisition strategy, corporate
culture, and recruiting best-practices.
 Set the strategic direction for the development and evolution of the Talent Acquisition

methodology and best practices to achieve recruiting and staffing goals in the short and
long term.
 Provide leadership to direct and indirect team members and builds a highly capable team
through the attraction, training and development of the necessary skilled professionals to
meet business needs.
 Participate in the development of the employee value proposition / branding and syndicate
it throughout talent acquisition strategies, processes, candidate experience, and the Molex
HR team.
 Partner with other HR-related COEs and HR Business Partners to deliver customized
programs and services to the lines of business.
 Serve as the key relationship manager of external third party vendors.

 Create and drive diverse talent pipeline programs in partnership with both internal and
external partners/sources.
 Create and promote a talent acquisition strategy that promotes a diverse workforce.
 Develop talent acquisition governance, infrastructure, and strategy on a global scale –
including the development of recruiting capabilities in HR Business Partners.

Page 3 Opportunity Profile