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Talent Acquisition DI&B Scout - Operations
Thousand Oaks, CATop 3 Must Have Skill Sets:
Responsibilities
"This posting is for Contingent Worker, not an FTE"
- Ideal candidate is someone who has no issue being a true talent scout and can work in a environment with multiple priorities due to cross-functional initiatives.
- A strong recruiter/scout with a passion for DI&B would be a good candidate.
- DI&B experience with no recruiting/ scouting experience would be rejected
- Problem-solving - must have a solution oriented mindset and provide large scale examples.
- Challenge STATUS QUO. Think outside the box. Disruptive thinking-create solutions that are better than what exist.
- Project management - although this role isn't project managing events, the skill set is transferable as a successful candidate will need to influence and drive multiple moving pieces
- Leadership - need someone who is a thought partner, demonstrates initiative, and can manage up
Responsibilities
- Own external engagement Standard Operating Procedures to optimize execution of inclusive hiring efforts in Operations (20%): As a talent advisor to the Operations DI&B team, develop Standard Operating Procedures (SOPs) to optimize and operationalize recruitment efforts aligned to Operations DI&B events and external engagement (generating prospects, then converting prospects to hires). Gain an understanding of existing systems and processes and work with key cross-functional partners to outline process maps to identify opportunities and recommend improvements.
- Lead sourcing and candidate engagement process across pipeline programs and external engagements in Operations Talent & Culture (20%): Partner closely with Operations business leaders and Operations DI&B team on external engagement with an Operations lens (understanding of function, talent needs and focus areas, open role opportunities for early career and professional). Drive pull-through of talent engagement for events including best in class approaches for operationalizing and executing on talent opportunities. Seek out creative ways to continuously engage with and amplify the Operations talent community. As an ambassador, demonstrate Amgen's values, be versed in career progression and potential company opportunities, DI&B initiatives and other enterprise-wide priorities that are important to and resonate with executive candidates and potential prospects.
- Own Candidate Relationship Management (CRM) communication pre/post Ops DI&B external events (20%): Ensure and proactively outline a holistic approach for Candidate Relationship Management (CRM) communication pre/post vents to ensure meaningful ongoing engagement with prospects that is targeted yet sustainable. Conduct screening interviews, compile, and produce candidate profiles for hiring managers to review. Build relationships with and solicit resumes directly to hiring managers and recruiting partners. Take ownership of the candidate experience, ensure that it is a positive and respectful one.
- Consult on Talent Acquisition and Sourcing approach for Ops apprenticeship and other Ops talent pipeline programs across Ops T&C (20%): Analyze and garner a strong understanding of the landscape and business needs to leverage this to help identify and source talent from untapped engagements/associations/schools aligned with focus areas and strategy. Build and manage process to qualify candidates using the available job description information, references, technical screens, and test sources. Educate candidates on the specifics of the position as well as influence passive candidates to engage in the interview process with Amgen.
- Liaise between Talent Acquisition / University Relations and Operations Talent and Culture teams to ensure alignment (10%): Foster a cross-functional relationship with Talent Acquisition and Operations Diversity, Inclusion, and Belonging (DI&B), acting as a key member of the broader matrixed team. Liaise between the talent acquisition team and event participants to coordinate interviews at external hiring and/or career fair events. Investigate and share.
- Execute robust reporting capabilities around hiring outcomes against a defined target and key metrics (10%): Outline best approach for creating / maintaining / reporting on sourcing codes and related event links to drive visibility to best sources of talent. Develop robust reporting capabilities around hiring outcomes against a defined target and key metrics. Drive operational excellence and compliance and set high sourcing standards.
- As an ambassador, demonstrate Amgen's values, be versed in career progression and potential company opportunities, DI&B initiatives and other enterprise-wide priorities that are important to and resonate with executive candidates and potential prospects.
"This posting is for Contingent Worker, not an FTE"