The Estee Lauder Companies Director, Talent Acquisition in New York, New York

Director, Talent Acquisition

Brand: Estée Lauder Companies Corporate Departments

Description

The Director of Talent Acquisition is responsible for overseeing the recruitment process for Marketing/Channels focused positions across ELC’s portfolio of brands, in alignment with ELC’s vision of becoming the "best home for talent." He or she will oversee recruitment for all Executive Director and below level positions for the Marketing/Channels area, and personally handle select Executive Director and Director level hires. The Director of Talent Acquisition will lead and manage a team of several recruiters, ensuring their work and execution is aligned with the strategic direction of ELC’s Talent Acquisition Team, Talent COE and HR. The Director of Talent Acquisition will also lead and/or oversee key strategic projects supporting talent pipeline, talent diversity, global talent sharing, recruiting effectiveness, etc.

30% Leadership – Leads the recruitment process for Marketing/Channel positions across ELC’s portfolio of brands. Oversees recruitment for all Executive Director and below positions in the Marketing/Channels area, personally handling select Executive Director and Director level hires. Manages a team of several recruiters, ensuring their work and execution is aligned with the strategic direction of ELC’s Talent Acquisition Team, Talent COE and HR. Provides strategic direction for relevant recruiting area, leads key strategic projects, and proactively works to (1) strengthen overall talent pipeline at ELC, (2) build the pipeline of diverse and inclusive talent, (3) support global talent sharing, and (4) promote the integrated use of both internal and external candidate sourcing pipelines. Leads core team meetings, and oversees the development of all recruitment activity reports, communications, stakeholder and/or progress reporting materials, and regularly presents on relevant topics to other recruiting area leaders. Leads and coaches junior team members. Manages stakeholders closely, building strong relationships with Talent Acquisition, Talent COE, HR and Business leaders.

20% Independence of Action and Accountability – Although overall direction may be largely set by VP of Talent Acquisition and SVP of Global Talent, several incremental decisions that align talent acquisition programs and processes with the overall vision and strategy of the Talent Acquisition Team, the Talent COE and HR are expected to be made independently by the Director of Talent Acquisition (Marketing/Channels segment). The Director of Talent Acquisition will also be responsible for key strategic projects supporting talent pipeline, talent diversity, global talent sharing, and recruiting effectiveness. He or she will also own overall accountability for delivering recruitment services and results, and providing continuous improvement within applicable area.

20% Decision Making – Oversees development and deployment of candidate generation processes for internal and external candidate pipelines (campus, digital/social, newsletters etc.) within relevant recruiting area, in alignment with ELC’s talent strategy and Employee Value Proposition. Screens select candidates and uses most appropriate criteria and assessment methodologies. Conducts select phone screens to confirm interest and availability, share information about the position, and schedule in-person interviews. Ensures all team members consistently enter relevant applicant information in the Applicant Tracking System, and that candidate decisions are made and communicated in a timely manner. Leads the development/furthering of talent acquisition processes, policies and programs, monitors their overall use, adoption and effectiveness. Anticipates and addresses industry and employment practice changes affecting applicant availability, sourcing channels and recruiting results. Leads team members in generating disruptive/creative solutions for recruiting at ELC. Partners with other area leaders to provide subject matter expertise and thought leadership to Talent COE, HR and Hiring Managers, and to ensure alignment of various recruiting initiatives with Talent, HR and Business priorities. Recommends strategic, project and timeline decisions that impact Talent Acquisition team, Talent COE, overall HR organization, and business leaders.

20% Problem Solving – Maintains awareness of industry news, activity and trends impacting talent sourcing and hiring dynamics. Reviews internal/external best practices, consults relevant literature in the recruiting space, and solicits input from Talent COE partners, HR partners and/or business leaders in order to help shape/inform recruitment strategies. Identifies disruptive solutions for recruiting at ELC, and acts as subject matter expert and resource for fellow recruiting area leads, Talent COE, as well as HR and business leaders. Leads strategic projects supporting talent pipeline, talent diversity, global talent sharing, recruiting effectiveness, and other practices consistent with the vision and strategy of the Talent COE and HR. Evaluates team’s operational performance against relevant metrics. Fosters change and innovation within immediate recruiting area and across Talent Acquisition team, promoting increasingly clear and seamless recruitment processes and experiences, and driving recruitment effectiveness. Partners with Talent COE and other HR colleagues to help (1) modernize ELC’s recruitment strategies and channels, (2) link recruitment strategies to workforce planning and talent management strategies, (3) ensure an integrated approach to sourcing both internal and external talent, (4) support global talent sharing, and (5) support the use of optimal assessment tools and methodologies. Manages interview requests from senior management, working with the VP of Talent Acquisition to provide timely follow-up and manage key stakeholders and expectations effectively.

10% Budget Responsibility: Some budget responsibility involving regular team operations, development and implementation of new recruitment programs or procedures, and enhancement of existing recruitment processes. Excellent judgment expected when suggesting any spending decisions.

Qualifications

A minimum of eight years of recruitment experience focused on Marketing/Channel roles and/or other relevant areas is required (beauty, luxury retail or consumer packaged goods industries a plus). Deep talent acquisition and workforce planning expertise, and experience using Applicant Tracking Systems (preferably Taleo) also required. Previous work in a global role/organization, strong leadership and coaching skills, strong relationship building and interpersonal skills, excellent communication and facilitation skills, solid business acumen and project management capabilities, and results orientation are all preferred qualifications for this role. Internal consulting skills, with demonstrated ability to lead innovation, take risks, champion and influence change, are also preferred. A four-year Bachelors degree is required, and a Masters in Organizational Development, HRD or Business is a welcomed qualification.

Job: Human Resources

Primary Location: Americas-US-NY-New York

Job Type: Standard

Schedule: Full-time

Shift: 1st (Day) Shift

We are an equal opportunity employer. Minorities, women, veterans, and individuals with disabilities are encouraged to apply. Job Number: 185944