Page 4 - Molex Head of Talent Acquisition
P. 4

  Partner with HR and line businesses in the development of an integrated and over-arching

                   campus recruitment strategy for interns, MBA’s and professional early in career.
                 Manage  talent  sourcing  center  processes  and  service  levels  and  associated  metrics  and
                   KPI’s.
                 Ensure the company stays abreast of current hiring trends, best practices and employment
                   data.
                 Continuously seek to improve the entire life-cycle recruitment process to ensure an optimal
                   and efficient candidate and manager experience.
                 Partner with leadership to manage Executive level searches.


                                          QUALIFICATIONS/SKILLS REQUIRED



                 Bachelor’s degree, preferably in human resource management. Master’s degree or MBA a
                   plus. SPHR also a plus.
                 15+ years of previous HR experience.
                 10+ years of experience in talent acquisition with development of recruitment and sourcing
                   strategies.
                 5+  years  managing  talent  acquisition/recruitment  to  include  team  structure,  staff
                   development,  and  general  recruitment  operations  with  deep  knowledge  of  recruitment

                   strategies and branding.
                 Ability to quickly establish credibility with diverse audiences and be perceived as a leader.
                 Excellent verbal, written, and interpersonal communication skills are required. Must possess
                   excellent influencing skills.
                 Significant in-depth understanding of business objectives and how they translate into Talent
                   Acquisition priorities.

                 Must have the experience and confidence necessary to work with senior executives, and the
                   ability to build rapport with employees at all levels.
                 Experience  in  leading  or  project  management  of  large-scale  technology  implementations
                   such as applicant tracking system (ATS).
                 Experience in the use of technology, data analytics, and insights as it relates to recruitment
                   and hiring science.
                 Working  knowledge  and  understanding  of  U.S.  employment  and  labor  laws  and
                   appreciation of those laws around the globe.

                 Experience in OD/OE and with workforce planning and organizational design.
                 Experience with large-scale shared services outsourcing projects.
                 Experience  in  leadership  in  change  management  efforts  and  communication
                   planning/delivery.







               Page 4                               Opportunity Profile
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